AT @ Work

1. AT @ Work Assistive Technologyin the Workplace Tools to Accommodate Individuals with Disabilities Revised May 2008 by the Pennsylvania Assistive Technology and Employment Collaborative, with funding provided by the U.S. Department of Labor, Office of Disability and Employment Policy 1

2. Why Are We Here? • People with disabilities can work! • Disability doesnot negate the individual’s skills, talent, and knowledge. • Increased pool of potential employees. • Keep trained employees in the workplace after injuries. 2

3. Large Pool ofPotential Employees 13.0% people in the United States have a disability (ages 21 - 64). Pennsylvania – 13.7% 62.8% of all people with disabilities are unemployed (ages 16 - 64). (from United States Census Bureau 2006 American Community Survey)

4. What Is Assistive Technology? • Device • “any item, piece of equipment, or product system, whether acquired commercially, modified, or customized, that is used to increase, maintain, or improve functional capabilities of individuals with disabilities” (AT Act of 1998, as amended). • Service • "any service that directly assists an individual with a disability in the selection, acquisition, or use of an assistive technology device" (AT Act of 1998, as amended). 4

5. Assistive Technology Devices • Low Tech Devices: Inexpensive, easily made, easy to learn, readily available, easy to replace / maintain. Early PDA…! Large timer Reacher Notebook with communication pictures 5

6. Assistive Technology Devices • Mid: May cost more, require some training, have special design, often need power source. Powerlink Communication device Large button phone 6

7. Assistive Technology Devices • High: Higher cost, need specific training to learn, often customized. PDA with organizing software Text to speech software Refreshable braille display 7 Eye-gaze computer access

8. Where AreAssistive Technology Devices? • Low, mid, and high tech devices can be found: • At common local stores (Home Depot, Staples) • At specialized vendors (Maxi-Aids, Infogrip, Dynavox) • In generic catalogs • On the Internet 8

9. Assistive Technology Services Evaluation for appropriate devices. Selection of the appropriate device. Coordination with service providers (e.g., therapists, engineers). Training / technical assistance for the person and supporting individuals (e.g., personal assistants). 9

10. Assistive Technology Specialists: A - O Academic Specialist Adaptive Driving Specialist (car and van) Adaptive Microcomputer Specialist Assistive Technology Specialist Audiologist Home Modifications Specialist Learning Disabilities Specialist Occupational Therapist Orientation and Mobility Specialist 10

11. Assistive Technology Specialists: P - Z Physiatrist Physical Therapist Recreational Therapists Rehabilitation Engineer / Fabricator Sensory Aids Specialists Specialized Career Evaluator Speech Language Pathologist Telecommunications Specialist Vocational Rehabilitation Counselor 11

12. Universal Design Universal design is the design of products and environments to be usable by all people, to the greatest extent possible, without the need for adaptation or specialized design.–Ron Mace (NCSU) 12

13. The Principles ofUniversal Design Equitable use. Flexibility in use. Simple and intuitive. Perceptible information. Tolerance for error. Low physical effort. Size and space for approach and use. 13

14. Universal Design Advantages (Almost) everyone can benefit. Can reduce job accommodation costs associated with retrofitting and additional purchases. 14

15. Universal Design Examples Tools Curb Cuts Automatic Doors Accessible Websites ergonomic box cutter E-mail / Text Messaging 15

16. Reasonable Accommodations • Also known as job accommodations. • Modifications or adjustments to job functions, work environments, or “the way things usually are done” so that an individual with a disability gets an equal employment opportunity. 16

17. Reasonable Accommodations Enable a person with a disability to: Participate equally in the job application process. Perform “essential functions” of the job. Fundamental job duties Job descriptions are helpful Enjoy equal benefits and privileges of employment. 17 17

18. Reasonable Accommodations: Employers Covered • Employers with 15 or more employees. • The Pennsylvania Human Relations Act covers smaller employers. 18

19. Reasonable Accommodations Reasonable accommodations need not be the “best” or “ideal” but need only be “effective.” The employer does not have to provide an accommodation primarily for personal use. Accommodations should assist in performing job functions.

20. Undue Hardship A particular accommodation may not be required if it would cause “significant difficulty or expense” by the employer. Undue hardship is any accommodation that would be unduly costly, extensive, substantial, or disruptive, or that would fundamentally alter the nature of the business. Another effective accommodation should be sought and implemented, however. 20

21. Ways to ProvideReasonable Accommodations Making the work environment physically accessible. Altering when or how a job function is performed. Part-time or modified work schedules. Use of accrued paid leave or allowing unpaid extra leave. Providing or modifying equipment, including assistive technology.

22. Assistive Technology Accommodation Examples Can be low cost to high cost: Use of color to mark files / bins / controls. Simplified instructions using diagrams. Tape recorder to record / review instructions. Large button telephone. Use of video to demonstrate tasks. Information in large print or Braille. Automatic soap dispensers and hand dryers. Software or hardware for computer access. Automatic doors and / or a ramp. 22

23. Reasonable Accommodation:The Interactive Process The employee (or representative, such as spouse, friend, doctor, etc.) requests the reasonable accommodation. No “magic words” are required. It is a good idea for the request to be made in writing. 23

24. Reasonable Accommodation:The Interactive Process After the request: The employer should start the interactive process,including the employee, supervisor, and other relevant people (e.g., human resources, doctors, computer experts, state vocational rehabilitation agency). The employer must take affirmative steps to help the employee identify an effective accommodation, including facilitating any necessary evaluations. The employer should use all available resources (e.g., EEOC, Job Accommodation Network, assistive technology specialist). 24

25. Reasonable Accommodation:The Interactive Process If an effective, reasonable accommodation is agreed upon, it should be implemented. The employer should follow up to ensure the effectiveness of the accommodation. The individual with a disability must be involved in and cooperate during the entire process.

26. The Cost of Assistive Technology Accommodations • The employer is responsible to fund any accommodations (generally including evaluation) for the application process or the job. • However, there are resources to help! • Federal and state tax credits and deductions • http://www.dli.state.pa.us/landi/cwp/view.asp?a=128&Q=168234 • Independent Capital Access Network (ICAN) • Pennsylvania’s Assistive Technology Lending Library • Assistive technology recycling programs • AgrAbility for Pennsylvanians

27. Where To Get the Assistive Technology Always ask the person who needs it. Contact an assistive technology specialist for an evaluation. Contact Pennsylvania’s Initiative on Assistive Technology (PIAT). Contact the Pennsylvania Assistive Technology Foundation (PATF). Search Internet, local stores, etc.

28. Considerations for Assistive Technology Accommodations The environment and its affect: Office temperature Bright lights Stress levels Noise levels Layout of office furniture

29. Considerations for Assistive Technology Accommodations Match assistive technology device features to the individual’s needs and skills. Utilize concepts of: Reasonable accommodation Undue burden to employer Risk reduction to employee or coworkers No Tech or Low Tech may be appropriate and sufficient

30. Workplace AssistiveTechnology Scenario • With the help of the Bureau of Blindness and Visual Services (BBVS), William completed intensive blindness skills training and was hired by a local agency. He needed a talking calculator, Braille Note, and a Perkins Brailler to help him perform the essential functions of his job. Through a referral from the Pennsylvania Client Assistance Program, he obtained these items on loan from the Pennsylvania Assistive Technology Lending Library while waiting for the delivery of these items purchased for him by BBVS. This enabled him to proceed with job training. William is now successfully employed. (Scenario provided by the Pennsylvania Client Assistance Program)

31. Why Assistive Technology? • Draw from a greater pool of skilled and talented potential employees. • Keep experienced and trained employees as disabilities surface from age, injury, or illness. • Create opportunities for individuals with disabilities. • Increase productivity through assistive technology and universal design. • Utilize financial incentives for employers.

32. Why Assistive Technology? • Given that assistive technology makes it possible to hire or retain an individual with a disability, employers are encouraged to integrate individuals with disabilities into the workplace through written policies, practices, and programs.

33. Five Tips from theJob Accommodation Network Have written policies and procedures. Have a process for requests. Must include the individual with a disability Train managers how to respond to a request for an accommodation. Monitor and update accommodations. Train new employees. More information at www.jan.wvu.edu.

34. Other Assistive Technology Resources for the Individual • The individual with a disability may qualify for assistive technology funding for activities of daily living to help get him / her ready for and to work each day. • Examples: Home and Community Based Waivers funded by Medicaid, Office of Vocational Rehabilitation services, public and private health insurance. • Contact a Pennsylvania Assistive Technology and Employment Collaborative member for more information.

35. Assistive Technology: A Glimpse of What Is Available • Remember to consider: • For what task(s) • By whom • In what environment and conditions

36. Amplified Phones In-line amplifier Portable amplifier Big button phone Cordless amplified phone

37. Headsets Amplified headsets Cordless Amplifier with Headset

38. Telecommunication Devices Voice Carry-Over (VCO) Phone TTY with Large Visual Display CapTel Wyndtell (Wireless Device)

39. Telephone Signalers Combo Super Loud Phone Ringer and Strobe Signaler Strobe Signaler

40. Notification Systems Ameriphone Alertmaster AM-600 alerting system

41. Frequency Modulated (FM) Systems for Sound Amplification Conference Microphone Williams Sound Personal FM System

42. Noise and Distractibility Noise Canceling Headphones Hearing Protector Headset Sound Screen – White Noise

43. Talking Products Talking Rx Talking Kitchen Scale Talking Alarm Clock

44. Talking Products Talking Tape Measure Talking Calculator

45. Lighting Left: without filter tubes. Right: with filter tubes. Less glare and colors are truer. Full Spectrum & Natural Spectrum Lighting Offices are typically over-lit with harsh and glare-producing lighting. A better setup is low background lighting supported by localized task lighting. In addition, you can replace standard bulbs, especially fluorescent bulbs, with bulbs that more closely approximate natural daylight.

46. See It Right Colored transparent folders Color transparencies

47. Magnifiers Bar Magnifier Dome Magnifier Illuminated Magnifier Hand & Stand Magnifier Magnified Lamp

48. Video Magnification Portable Tabletop stand alone video magnifier Connects to TV or monitor

49. AlphaSmart Neo Dana

50. Individuals withLearning Disabilities Amplified or focused sound. Changes in color. Computer applications. Personal Organizers. PDAs with software.