Reasonable Accommodation

1. Reasonable Accommodation By Mayda LaRosse Human Factors Consultant Job Accommodation Network May 8, 2003 Job Corps National Health and Wellness Conference Phoenix, Arizona

2. a service of the Office of Disability Employment Policy of the U.S. Department of Labor • Prompt • Courteous • Professional • Confidential Contact us today! 800-526-7234 800-ADA-WORK All lines Voice/TTY jan@jan.icdi.wvu.edu http://www.jan.wvu.edu

3. Reasonable Accommodation in Job Corps • PRH Change Notice 00-03 (January 2001) requires admissions counselors (ACs) to collect information relating to an applicant’s reasonable accommodation needs • Program Instruction 00-08 (January 2001) requires all centers and admissions contractors to develop policies and procedures to ensure that applicants and students are provided reasonable accommodation

4. Job Corps Disability DataJune-December 2002 • 5,019 students with disabilities enrolled during this period (16% of total enrollees) 1,444 Mental Health 355 Drug/Alcohol 1,299 Cognitive 336 Sensory 978 Medical 127 Physical 480 Multiple • 3,650 students requested accommodation (73% of students with disabilities)

5. Job Corps Disability DataJune-December 2002 Types of Accommodations Provided Most Frequently • Psychotropic/psychiatric medications • Chronic illness treatment/management • Academic • Mental health counseling/treatment • Testing

6. Job Corps+ JAN Employment How Can JAN Help You Help Your Students? • JAN consultants can provide information on: • Accommodations for individual students in the classroom and on the job • Products and vendors • The Americans with Disabilities Act, Rehabilitation Act, and Social Security regulations • Other resources that you might find helpful

7. With the Help of JAN You will be better able to serve your students by being prepared to determine if: • Suggested accommodations are reasonable • A direct threat issue exists • An accommodation would cause undue hardship • A student or applicant is qualified for the program • There are other programs that might assist the student

8. JAN cannot • Diagnose a disability • Determine if an applicant is appropriate for Job Corps • Determine if an accommodation request is reasonable • Review student records

9. Before Calling JAN • Know the applicant's limitations and abilities • Know the requirements of the program(s) • Know educational and psychological evaluation information, including the IEP (if applicable) • Know other vocational programs that are available for the applicant if the one he/she is interested in does not work • Read allavailable information on the student/applicant

10. What Happens When You Call JAN? Research Caller Relay Information Meeting Consultant Receptionist

11. Explore JAN’s Searchable Online Accommodation Resource (SOAR) http://www.jan.wvu.edu/soar/ • Select the impairment • Select the functional limitation • Select the job function • Explore potential accommodation solutions • Contact vendors

18. Accommodation Examples and Case Studies

19. Accommodation Example • A center has a student with learning disabilities in the GED program. This student has dysgraphia and his handwriting is illegible. This student has to write paragraphs and essays for classwork. • What classroom accommodations might help him?

21. Accommodation Example • A center has a student with learning disabilities in the GED program. This student has dyslexia, and reads on a 4th grade level. He has difficulty reading the textbook, tests, worksheets, and other print material. • What classroom accommodations might help him?

23. Accommodation Example • A center has a student with learning disabilities in the building maintenance program. He forgets to submit his project summaries on time. • What classroom accommodations might help him?

24. Electronic Organizers Verbal Prompts “talking” watch Calendars • write outline • meet lab • partner • print out graphs “To Do” List

25. Case Study • A center has an applicant who has schizophrenia and is a recovering drug addict. He has applied to the business/computer training program.

26. Accommodations Provided • The applicant’s medical records (current) did not indicate any behavior problems, no difficulty concentrating, no problem staying motivated and no cognitive deficits. • The center director’s disability designee (CDD) contacted the applicant and arranged a interdisciplinary team (IDT) meeting. After talking with the IDT, the applicant did not think he would need any accommodations at this time.

27. Case Study • A center has an 18 year-old applicant with spina bifida • High school graduate • Cranial shunt • Bladder and bowel care needs • Wheelchair user • Wants to be a residential student • Wants computer repair training

28. Accommodations Provided • Redid shower • Wheelchair accessibility • Hand rails • Shower chair • Provided microwave for catheter sterilization • Made sure vocational training work area was accessible • Provided dormitory room on first floor • Safety officer made sure all areas accessible • Buddy assigned for fire drills/emergencies

29. Case Study • 22 year-old with cerebral palsy and learning disabilities • High school graduate, cannot read or write • Walks with a limp, has leg weakness with unsteady gait • Carpentry

30. Accommodations Provided • Had IDT meeting, had vocational hands on assessment in carpentry, JAN was contacted and the following was provided • Reading pen • Talking tape measure • Safety ladder • Extra time (10 minutes) to get to and from vocation • Adjustment to TAR to exclude ladder work above 6 feet and no scaffolding • Bottom bed and first floor in dorm

31. Job Accommodation Network a service of the Office of Disability Employment Policy of the U.S. Department of Labor 800-526-7234 800-ADA-WORK http://www.jan.wvu.edu Questions?