Disability

1. Disability • Sample comprised of 304 randomly selected HR professionals. • Analyzing 304 responses of 2528 emails sent, 2398 emails were received (response rate = 13%). • Survey fielded October 4 – October 10, 2005; presentation generated on October 11, 2005. • Margin of error is +/- 5%

2. Does your organization have employees with disabilities?

3. Does your organization have employees with disabilities?

4. To meet the needs of your employees with disabilities, has your organization: Note: Don’t know responses where excluded from the analysis.

5. To meet the needs of your employees with disabilities, has your organization:

6. To meet the needs of your employees with disabilities, has your organization:

7. To meet the needs of your employees with disabilities, has your organization:

8. To meet the needs of your employees with disabilities, has your organization:

9. To meet the needs of your employees with disabilities, has your organization:

10. To meet the needs of your employees with disabilities, has your organization:

11. To meet the needs of your employees with disabilities, has your organization:

12. To meet the needs of your employees with disabilities, has your organization:

13. To meet the needs of your employees with disabilities, has your organization:

14. To meet the needs of your employees with disabilities, has your organization:

15. To meet the needs of your employees with disabilities, has your organization:

16. Other • Substantial training efforts in reasonable accommodation for supervisory and managerial employees. Creation of Disability/Reasonable Accommodation Committees to provide guidance from subject matter experts including medical, legal, HR, operations, as well as the employee seeking accommodation. In 2006 all employees will receive training on reasonable accommodation as part of our organization's preparation for "No Fear Act" of May, 2002. • We have employees that are physically disabled and require the use of wheel chairs, accommodate employees that become disabled and make accommodations per ADA for prospective employees. • Provided job coaching, reduced position percentage of time, changed work hours, obtained teaching and research assistants for faculty, provided personal care assistants, provided car drivers for blind employees • We have moved our staff meetings and training sessions to locations that are wheelchair accessible. • Provided additional time off or intermittent leave • Modified work production standards • We have accommodated applicants in our selection procedures. • We have made modifications to workstations in the past to accommodate employees with disabilities. • We have been fortunate to have a situation that works extremely well for us and the handicapped employee. He has been with us for over five years and we plan to continue to employ him as long as he is able to function and enjoys being in our environment.

17. Online resources on American with Disabilities Act (ADA)- www.shrm.org • American with Disabilities Toolkit - http://www.shrm.org/hrtools/toolkits_published/CMS_014042.asp • SHRM Disabilities Toolkit - http://www.shrm.org/diversity/disabilities/toc.asp • Briefly Stated – Employing People with Disabilities - http://www.shrm.org/research/briefly_published/Diversity%20Management%20Series%20Part%20III_%20Employing%20People%20With%20Disabilities.asp#TopOfPage • Incorporating the needs of people with disabilities into emergency plans - http://www.shrm.org/diversity/library_published/nonIC/CMS_012394.asp#TopOfPage • SHRM Diversity Forum Library - http://www.shrm.org/diversity/library_published/DisabilitiesTOC2.asp