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The JAN E-News is a quarterly online newsletter of the Job Accommodation Network. Its purpose is to keep subscribers informed about low-cost and innovative accommodation approaches; the latest trends in assistive technologies; announcements of upcoming JAN presentations, media events, trainings, and Webcasts; and legislative and policy updates promoting the employment success of people with disabilities.

An e-mail announcement is sent to an opt-in list when a new issue is available. Please use the links at the end of this document to subscribe or unsubscribe.

Index

1. Think Pink!!!
2. Medical Documentation: Think about What is Needed and Stop There!
3. Leave as a Reasonable Accommodation
4. Working with Alzheimer's Disease: When We Forget Accommodations Can Remind Us
5. October 22nd is International Stuttering Awareness Day
6. Employees with Fragrance Sensitivity: Publication Update and Accommodation Situations
7. Apps Keep the Laptops Away and Accommodations with You All Day
8. Common Measures of Central Tendency: Mean, Median, Mode and JAN's Cost of Accommodation, 2011 Update
9. JAN Releases New Resources
10. E-vents
11. JAN Exhibit and Training Schedule
12. Subscribe to JAN Newsletter

1 - Think Pink!!!

2 - Medical Documentation: Think about What is Needed and Stop There!

In our experience at JAN, there seems to be a lot of confusion about medical documentation under the ADA. Employers aren't sure what they can ask for, when they can ask for it, or whether the ADA Amendments Act changed the rules for medical documentation. Employees aren't sure what medical information they have to provide or how much to disclose. And medical professionals aren't sure what documentation will be the most helpful in getting their patients the workplace accommodations they need. Most of these questions come up when an employee requests an accommodation.

The good news is that the medical inquiry rules that apply when an employee requests an accommodation are not as complicated as they may seem. The general rule is that when the disability or need for accommodation is not obvious, an employer may require an employee to provide documentation that is sufficient to substantiate that s/he has an ADA disability and needs the reasonable accommodation requested, but cannot ask for unrelated documentation. So when thinking about what medical information to request or to provide, think about what is needed and stop there!

Let's start with the documentation needed to substantiate that the employee has a disability. The definition of disability for accommodation purposes is "a physical or mental impairment that substantially limits a major life activity or a record of such an impairment." So to determine whether an employee has a disability, the employer can ask whether the employee has (or had) an impairment. And if yes, can ask whether the impairment affects (or affected) a major life activity. And if yes, can ask whether the impairment substantially limits (or limited) the major life activity.

This is where the ADA Amendments Act changed some things. Although the definition of disability did not change, the threshold for showing substantial limitation is much lower than it used to be. Therefore, the documentation needed to show that an employee has a disability should be much less extensive.

What about the documentation needed to substantiate the need for an accommodation? The ADA Amendments Act did not change the reasonable accommodation provisions of the ADA so the rules for medical documentation likewise did not change. An employer is allowed to verify that the accommodation is needed, to ask questions about the employee's limitations that are causing the problem, and to get other relevant information about the request to help determine effective accommodations.

For more information, see JAN's recently updated publications related to medical documentation, including:

• How to Determine Whether a Person Has a Disability under the Americans with Disabilities Act Amendments Act (ADAAA)
• Medical Inquiry in Response to an Accommodation Request
• Sample Medical Inquiry Form
• Practical Guidance for Medical Professionals: Providing Sufficient Medical Documentation in Support of a Patient's Accommodation Request and Sample Accommodation Support Letter

- Linda Carter Batiste, J.D., Pincipal Consultant

3 - Leave as a Reasonable Accommodation

One of the more vexing issues faced by both employers and employees involves leave time related to a medical condition, particularly when the period of leave exceeds an employer's permitted leave allowance or otherwise violates an established attendance policy. While such situations may be challenging and confusing, they must be confronted directly because one thing is clear relative to the ADA: the use of leave does constitute a reasonable accommodation when necessitated by the employee's disability.

The U.S. Equal Employment Opportunity Commission's (EEOC) Reasonable Accommodation Guidance provides examples of some of the reasons an employee with a disability may require leave:

• obtaining medical treatment or rehabilitation services related to the disability;
• recuperating from an illness or an episodic manifestation of the disability;
• obtaining repairs on prosthetic device or other equipment such as a wheelchair;
• avoiding temporary adverse conditions in the work environment (for example, an air-conditioning breakdown causing unusually warm temperatures that could seriously harm an employee with multiple sclerosis);
• training in the use of a service animal or assistive device; or
• training in the use of Braille or to learn sign language.

Below is a discussion of some of the more frequent and confusing leave-related issues presented to JAN from employers and employees.

How Much Leave is Reasonable

Under the ADA, there is no specific amount of time established relative to the use of leave as a reasonable accommodation. As with any accommodation situation, considering a period of leave for an employee with a disability should be a case by case analysis. If an employee needs a leave of absence that exceeds his or her accrued paid leave, the employer should permit the employee to exhaust the paid leave and then allow the use of unpaid leave absent undue hardship.

Although there is no limit established on the amount of leave used as a reasonable accommodation under the ADA, the EEOC has said that employers do not have to grant indefinite leave as a reasonable accommodation (see the EEOC Guidance on Applying Performance and Conduct Standards, Question 21). However, the employee does not have to provide a specific, fixed date of return. A request for leave is acceptable with an approximate date of return (e.g., around the end of August) or a range of dates for a return to work (e.g., sometime between August 24 and September 23).

ADA and the Family and Medical Leave Act (FMLA)

An employee's rights under the ADA and the FMLA are separate and distinct. The EEOC has said that when an employee is entitled to leave under both laws, the employer should allow leave under the law providing the employee with the greatest rights (see the EEOC's Fact Sheet on the FMLA, ADA, and Title VII). Additionally, employers should note that the ADA may require them to grant leave beyond the 12 weeks allowed under the FMLA as a reasonable accommodation. In this instance, an employer can consider the FMLA leave taken in their analysis of whether the requested leave time poses an undue hardship.

Erratic or Unreliable Attendance

Employers are required by the ADA to modify attendance policies as a reasonable accommodation absent undue hardship. This does not mean that employers must completely exempt an employee from time and attendance requirements and unquestionably accept irregular and unreliable attendance. Frequent occurrences of tardiness or absenteeism, particularly those over an extended period and without adequate notice, could certainly impose an undue hardship in many situations. See the Commission's Guidance on Applying Performance and Conduct Standards for a more detailed discussion with examples of specific scenarios.

Alternative Accommodations

Although employers are encouraged to give primary consideration to an employee's choice of accommodation when more than one reasonable accommodation is possible, they can ultimately choose the accommodation to be implemented, assuming it is equally effective. Accordingly, under the ADA an employer can offer a reasonable accommodation that requires an employee to remain on the job, as long as it is effective and does not interfere with the employee's medical needs.

Holding the Employee's Position

Under the ADA, an employer must consider returning the employee to his or her same position absent undue hardship. If undue hardship applies, the employer must consider reassignment to a vacant, equivalent position for which the employee is qualified.

Undue Hardship

As with any other reasonable accommodations, whether an employer should allow the use of leave as an accommodation will sometimes come down to an undue hardship analysis. In the case of leave, undue hardship will generally relate to a possible disruption in the operations of the entity. For instance, the absence of an employee who performs highly specialized duties may give rise to legitimate undue hardship issues, as might leave that occurs in a frequent and unpredictable manner. Generalized assessments are not adequate, as undue hardship must be determined based on individual and specific circumstances. Additionally, the EEOC has said that an undue hardship claim cannot be based on the idea that a reasonable accommodation might negatively impact the morale of other employees or that other employees may have to cover for the employee who is on leave.

What to Remember

Ultimately, much of the confusion involving leave as an accommodation occurs when there are not clear and open lines of communication. Lack of communication is usually the biggest obstacle to executing an effective accommodation solution. All parties need to be aware of any relevant updates or concerns, and everyone should make an effort to keep the information flowing. Contact JAN if you need ideas on how to encourage ongoing communication during the accommodation process.

- Bill McCollam, MPA, Consultant

4 - Working with Alzheimer's Disease: When We Forget Accommodations Can Remind Us

I was 15 years old, and I'd just arrived on the campus of the University of Tennessee. I had made it into the National High School Band, as it was called many years ago. Being from a small town in rural West Virginia, I was stunned. We walked onto the biggest basketball court I'd ever seen, and the members of Lady Vols were slam dunking basketballs. The bright PMS021 from the Pantone Matching System was mesmerizing me. Then, Pat Summitt came over and had a few words to say to us. I had no idea who she was. Coach Summitt offered to let us sit in on a practice. She exhibited everything you could possibly learn in leadership training. She was determined, intelligent, funny, concise, supportive, and motivating.

We pick up a decade later...my grandmother was everything you could imagine in a grandmother. She was determined, intelligent, funny, concise, supportive, and motivating. As time went on, she started exhibiting behaviors that made her seem like a different person. She was confused, frustrated, and forgetful. She would lose track of time and forget that people and pets had long passed. Of course, she wasn't famous, but those around her made accommodations for her so she could remain productive.

We pick up in August, 2011... Now Coach Summitt is faced with the same challenge as my grandmother and five million other Americans. Their biggest challenge is irreversible. Coach Summitt made the full disclosure that she had been diagnosed with early-onset Alzheimer's disease. She said, "I felt something was different." Those around her will make accommodations so she can remain productive.

According to the Alzheimer's Association, Alzheimer's disease is a progressive brain disorder that damages and eventually destroys brain cells, leading to loss of memory, thinking, and other brain functions. It is the most common form of dementia. According to the Mayo Clinic, the term early-onset or younger-onset refers to Alzheimer's that occurs in persons under the age of 65. Early-onset Alzheimer's has been known to develop between ages 30 and 40, but it is more common for someone in his or her 50s to have the disease.

The majority of people with Alzheimer's are 65 and older (Alzheimer's Association, 2011), and with an aging population continuing to work after age 65, JAN has been receiving numerous questions from individuals with all types of dementia, but primarily Alzheimer's disease. Many of JAN's calls involve individuals still in their forties and early fifties, who are working and have been diagnosed with Alzheimer's disease. The questions revolve around guidance on what rights individuals may have under the ADA and what accommodations may work in their present jobs with their current limitations.

Because of the increased demand for accommodation ideas for individuals with Alzheimer's disease, a new JAN publication on accommodation ideas for employees with Alzheimer's will soon be released. Based on JAN data, accommodations for individuals with Alzheimer's disease often involve solutions for memory, organization, and time management limitations, but may include solutions for mobility and sensory limitations. Solutions range from technology to integrated employment. For example:

• A finance manager with Alzheimer's disease had difficulty learning new tasks and organizing. Her physician recommended disability retirement. Her employer took an integrated employment approach and carved a position for her that had fewer responsibilities, but allowed her to share her expertise with other employees.
• A caller in his late forties contacted JAN to ask about job accommodations related to a recent diagnosis of early-onset Alzheimer’s.  The major difficulty he had been having was a compromised ability to find his way around the city. He drove a truck making deliveries. His employer purchased a GPS system to help him navigate different directions and locations. 

JAN wants to hear from you if you have helpful hints that worked for you during the accommodation process or valuable Alzheimer's disease resources you have used. Also, if you or someone you know has been diagnosed with Alzheimer's disease and is still working and you need assistance with a workplace situation related to Alzheimer's disease, please contact JAN to connect to a consultant. You can call, e-mail, or try a live chat.

- Melanie Whetzel, M.A., Senior Consultant, and Beth Loy, Ph.D., Principal Consultant

5 - October 22nd is International Stuttering Awareness Day

In honor of International Stuttering Awareness Day, JAN would like to share information about stuttering and accommodation tips. Most of us probably recognize stuttered speech when we hear it, but may not know much about people who stutter. People who stutter come from all walks of life and excel in an endless variety of career fields from acting to zoology. You can find a list of Famous People Who Stutter on the Stuttering Foundation Website at http://www.stutteringhelp.org/Default.aspx?tabid=128

According to the American Speech Language and Hearing Association (2008), about 1% of people stutter. Stuttering, a fluency disorder, impacts a person's speech by interrupting the flow of speech causing words or parts of words to be unintentionally repeated. Speech sounds may be prolonged or seem stretched out. Pauses or hesitations may also be present. Some people stutter only when saying certain words or may rarely stutter except in certain situations such as when speaking on the phone.

There is no single cause of stuttering, but current thinking indicates that it tends to run in families and may have neurological causes. Stuttering is not caused by an emotional or nervous disorder.

Some individuals who stutter benefit from stuttering therapy on either an intensive or extended basis or find the use of fluency aids to be helpful. Others may choose to participate in self-help or support groups. Regardless of what tools a person chooses to use to manage stuttering symptoms, individuals who stutter can be highly qualified and capable workers if provided the chance to get their foot in the door.

With that in mind, here are some accommodation tips to help job candidates with stuttering shine from JAN's newly updated fact sheet on Job Accommodations for People who Stutter.

Application and Interview-Information for the Employer:

• Be patient and listen
• Do not complete words or sentences for the individual
• Maintain conversational eye contact and focus on the content of communication rather than the delivery of the communication
• Relax and communicate as you would normally
• Provide interview questions in advance if possible to allow the individual time to prepare and deliver responses effectively
• Consider offering a personal interview as an alternative to a phone interview
• Become knowledgeable about stuttering

Application and Interview-Information for the Individual:

• Talk with the employer about stuttering and how it may impact job performance and provide suggestions for accommodations that may alleviate performance concerns (organizations such as the SFA and the NSA suggest that people who stutter should be open about their speaking abilities)
• Provide an informative cover letter and resume or vita to be used as marketing tools; market yourself and sell your abilities
• Be prepared for the interview by researching typical interview questions, preparing answers, and rehearsing prior to interview
• Request a personal interview if a telephone interview is scheduled but a personal interview would be more effective
• Try to use words that you are comfortable with; use words and phrases that are easier to say if said often

You can read more about accommodation ideas and resources for individuals who stutter on the JAN Website.

Resources: American Speech Language and Hearing Association (ASHA). (2001). Incidence and Prevalence of Speech, Voice, and Language Disorders in Adults in the United States: 2008 Edition Retrieved on 10/13/11, from http://www.asha.org/Research/reports/speech_voice_language/

- Teresa Goddard, MS, Senior Consultant

6 - Employees with Fragrance Sensitivity: Publication Update and Accommodation Situations

As fragrance sensitivity continues to become more recognized as a workplace accommodation challenge, employers and employees may be unsure of what options can be explored and where to locate products, such as air purifiers and masks. JAN recently updated its publication about fragrance sensitivity to include accommodation options, information on fragrance free policies, and sample policy language used by employers.

When addressing accommodation requests related to fragrance sensitivity, there are a couple of common options for an employer to consider. Removing the offending fragrances is one accommodation that can be effectively implemented. For example, if the fragrance is emitted from a cleaning product an employer can have janitorial staff substitute fragrance free products. A fragrance free policy can also be developed, such as this one from an anonymous employer: "This is a fragrance free office. Please help us to accommodate our co-workers and clients who are chemically sensitive to fragrances and other scented products. Thank you for not wearing perfume, aftershave, scented hand lotion, fragranced hair products, and / or similar products."

Other accommodations can include removing the employee from the area where the fragrances are located or exploring ways to reduce the employee's exposure to fragrances. This can be done by allowing the employee to work in an enclosed area with an air purifier and by modifying ways that the employee communicates with others so that the need to meet face-to-face with coworkers or supervisors is reduced. This can also mean allowing the employee to wear a mask or respirator, although this is not something that an employer can force an employee to do. Although JAN does not sell products or devices, we do make information available about manufacturers and distributors. Listed below are links to product information and vendors for review.

• Air Cleaners & Purifiers
• Alternative Cleaning Products
• Respirator Masks

The following are examples of recent JAN calls that illustrate accommodations that were put into place for employees with fragrance sensitivities.

An employee in a healthcare facility was experiencing reactions to fragranced products. The employer purchased an air purifier, asked certain employees who wore heavy scents to refrain from doing so, and placed posters around the office to educate people about fragrance sensitivity. The employer also moved the employee to a larger room where she was not so confined.

A protective services employee was experiencing reactions to fragrances in the work environment. The employer purchased an air purifier, custodians were instructed to use non-scented janitorial products, certain areas of the facility were designated as strictly non-scented/fragrance-free zones, employees were educated on wearing non-scented fragrances on the job, and the employee was allowed to work one day from home.

Employees of a state agency were having adverse reactions when exposed to fragrances in the workplace. The employer purchased masks and developed a policy restricting other employees from wearing strong fragrances.

To review the updated Accommodation and Compliance Series: Employees with Fragrance Sensitivity visit: http://AskJAN.org/media/fragrance.html

- Elisabeth Simpson, MS, Consultant

7 - Apps Keep the Laptops Away and Accommodations with You All Day

According to Federal Computer Week (July 1, 2011), the Veterans Affairs Department expects to enable employees to use iPhones, iPads, Androids, and other popular mobile devices with the departmental network. This move towards a mobile device policy for such a large federal government agency is a telling sign that more employers are ready to improve efficiency by allowing employees to become extremely mobile at work. The demand for mobile devices and their apps, application software, has reduced the demand for traditional size laptops, which can be cumbersome to move around. Today almost everyone has a mobile device. They can update a user on current weather and sports statistics and link a person to every social network available. These devices enable a user to connect to the internet faster than most computers and provide many channels of communication to co-workers, friends, and loved ones. These mobile devices do not stop there; with the thousands of apps available at the app store a user can now turn even a smart phone into a viable tool as an accommodation either in the workplace or for personal use. JAN provides information on all types of apps, including those that may be implemented as an alternative to rather expensive assistive technologies. A sample of these include:

• A Special Phone, iTunes, $ 0.99: This app makes the iPhone functional to those with vision impairments or fine motor limitations. Instead of a standard keyboard, you can pre-program the phone to dial someone based on the number of shakes you give it.
• Proloquo2Go, iTunes, $189.99: Targeted for those with speech impairments, this is a full service augmentative and alternative communication (AAC) app. It enables users to select from thousands of symbols to serve as a text-to-speech communication device.
• iConverse, iTunes, $9.99: With its simplicity, this is targeted for people with speech impairments and young children. It is a simpler AAC app that comes with six basic everyday needs: Drink, Food, Bathroom, Sick, Break, and Help. In addition to the basics, you can program your own symbolism, which can be used to verbally communicate your needs/wants.
• iCommunicate, iTunes, $49.99: This app is very flexible in the way it can be personalized. It has features that enable individuals with speech impairments to communicate through the database's symbols or from photos on the user's camera roll. You can create story boards or visual cues that turn the text/symbols into audio output (which can also be personally recorded).
• Locabulary, iTunes, Free!: Another AAC type app, but with a twist. This has the database of moods, foods, and assistance symbols, but also has built in GPS enabled categories that are specific to the user's current location. For example, if the GPS sees you are near a Starbucks, it will add phrases such as "I would like a tall latte."
• TuneWiki, iTunes/Android Marketplace/Blackberry App World, Free!: This is a useful app that streams songs and videos with real-time lyrics on the screen.
• SoundAmp, iTunes, 4.99: This turns your iPhone into a hearing aid with its amplification capabilities. You can record real-time lectures and presentations and export them into computer. Not only could this be useful for the hearing impaired, but its recording functions could be used for learning disabilities and motor impairments.
• iSign, iTunes, $4.99: This is a reference, tutorial program that has over 800 American Sign Language gestures. This may help break down communication barriers between those who primarily sign and those who do not.
• Glucose Buddy, iTunes, Free!: Mainly can be used as a data storage device; you can track exercise, insulin, carbohydrate consumption, and glucose numbers.
• Community Sidekick, iTunes, $0.99: This app can be used by an people with an array of disabilities, from developmental disabilities to cognitive issues. It tracks a person's location by sending out an email every so often to assigned contacts, letting them know exact coordinates of the individual. Once the individual is safe at home, he/she ends the app, which sends out a final email alerting the contacts that he/she has made it home.

The above apps are just a few of the hundreds available that could be used by individuals with disabilities or the people close to them. These apps can be used in the work setting or in one's personal life. Although most of the above apps are primarily used for Apple products, there are very similar apps that can be used on Android and Blackberry products -- just one more nifty use for those beloved smart phones and other mobile devices.

Remember that apps can be an excellent solution when concerns turn to the cost of an accommodation. While employers fear making an accommodation investment that is not guaranteed to solve the issue, employees may be reluctant to request an accommodation that will pose a financial burden to employers. Add the ever-changing and updating technology spin to the accommodation issue, and the result is often more strain on an already complex and stressful situation. JAN can help find an app that might be helpful in resolving that situation.

For additional information on the accessibility of apps developed for mobile devices, visit AppleVis. Here you can find user groups, recommendations, articles, and usability/accessibility ratings.

- Lisa Dorinzi, M.A., Consultant, and Beth Loy, Ph.D., Principal Consultant

8 - Common Measures of Central Tendency: Mean, Median, Mode and JAN's Cost of Accommodation, 2011 Update

Recently, JAN's Accommodation and Compliance Series Publication - Workplace Accommodations: Low Cost, High Impact, which provides new research findings addressing the costs and benefits of job accommodations for people with disabilities, was updated. These data indicated that the "typical" one-time cost of accommodation reported by employers was $500 (JAN, 2011). Because too few employers provided cost data on accommodations that are recurring, the results focused on those with one-time costs. What does this mean?

Let's start by deciphering the term "typical" cost. All data sets have constructs that best represent the distribution of the data. When we have several elements of a data set, we want to find one measure of central tendency, if possible, that best represents these data. This gives us a clearer picture of what is happening and allows us to make inferences about the data. For some data sets either the mode, mean, or median may be the best choice. For others, all two or three may be reported to provide readers with additional information.

The mode, the most frequently occurring number in a data set, is often used with non-numerical data. Because of this, JAN rarely reports the mode as a measure of the one-time cost of accommodation reported by employers. If using the mode as the typical cost indicator in the most recent update, the typical one-time cost of accommodation, when including those that cost nothing, was $0. When using the mode as the typical cost indicator and excluding those that cost nothing, the typical cost of accommodation was $100. Using the mode as a representative measure of central tendency for these data is probably not a good representation of what employers report as the cost of accommodation.

The mean usually refers to the arithmetic mean, which is the average of a data set. Because the mean is primarily used for symmetrical distributions with no outliers, JAN rarely reports the mean cost of accommodation reported by employers. For example, say one employer reported to JAN that it modified a building to add an elevator and reported this cost of accommodation as $100,000. Reporting an average as the cost of accommodation, when most accommodations cost far less, would not represent the typical cost of accommodation. Because most accommodations are low cost, any high dollar outliers would pull the average cost of accommodation away from the typical cost of accommodation. If using the mean as the typical cost indicator in the most recent update, the typical one-time cost of accommodation, when including those that cost nothing, was $1,036. When using the mean as the typical cost indicator and excluding those that cost nothing, the typical cost of accommodation was $2,564. Although useful in some situations, using the mean as a representative measure of central tendency for these data is probably not the best representation of what employers report as the cost of accommodation.

The median, the middle number in a data set, is used when outliers exist in a data set. Because of outliers reported by a few employers, JAN reports the median one-time cost of accommodation as the typical cost of accommodation. If using the median as the typical cost indicator in the most recent update, the typical one-time cost of accommodation, when including those that cost nothing, was $0. JAN, however, excluded the 56% that cost nothing and reported the median of those accommodations that had a reported cost. This cost of accommodation was $500. Because of a few reported outliers, the median is a good representation of what employers report as the cost of accommodation.

Given that these three measures of central tendency have different meanings, researchers may certainly have reasons to choose one over the other when reporting JAN's data on the cost of accommodation. Most data remain consistent; however, the typical one-time cost of accommodation, when there is a cost, dropped from $600 to $500.

Job Accommodation Network. (2011). Accommodation and compliance series - Workplace accommodations: Low cost, high impact. Retrieved October 1, 2011, from http://AskJAN.org/media/lowcosthighimpact.html

- Beth Loy, Ph.D., Principal Consultant

9 - JAN Releases New Resources

• JAN Passes 1000 Twitter Followers. What is happening at JAN? Be the first to know! >> Make us a part of your #FF and follow JAN @ http://twitter.com/#!/JANatJAN
• JAN Releases Updated Accommodation and Compliance Series: Employees with Asperger Syndrome. Learn about accommodation ideas for individuals with Asperger Syndrome, which is one of several categories of autism spectrum conditions. >> Get updated with JAN's Accommodation and Compliance Series: Employees with Asperger Syndrome.
• JAN Releases Updated Accommodation and Compliance Series: Fragrance Sensitivity. Learn about accommodation ideas for individuals with fragrance sensitivity, which is either an irritation or an allergic reaction to some chemical, or combination of chemicals, in a product. >> Get updated with JAN's Accommodation and Compliance Series: Employees with Fragrance Sensitivity.
• JAN Releases Updated Fact Sheet Series - Practical Guidance for Medical Professionals: Providing Sufficient Medical Documentation in Support of a Patient's Accommodation Request. Medical professionals can play a key role in the success of workplace accommodations by providing sufficient medical documentation in support of a patient's accommodation request. This publication discusses what information might be included in a medical documentation letter. >> Download this document for additional guidance.
• JAN Distributes Consultants' Corners. JAN distributes issue on "Affirmative Action and Disability: What Can Employers Ask?" to address whether employers can ask applicants and employees to disclose their disability status without violating the ADA's restrictions on medical inquiries. JAN also distributes issue on "Emergency Evacuation Procedures for Employees with Disabilities," which provides information about legal obligations and accommodation ideas when developing inclusive emergency evacuation plans. >> Catch up on your Consultants' Corners.
• JAN Apoya el Mes Nacional de la Herencia Hispana. JAN celebra el Mes Nacional de la Herencia Hispana desde el 15 de Septiembre hasta el 15 de Octubre del 2011. Los esfuerzos a nuestro alcance incluyen consejos sobre sus derechos y asistencia técnica en español cuyos recursos son dirigidos a todas aquellas personas de habla inglesa e hispana, quienes les gustaría ayudar con la distribución de la literatura de JAN a la comunidad hispana. JAN se ha comprometido grandemente a prestar su servicio a la fuerza laboral de la comunidad hispana. Por favor, contáctenos directamente si tiene alguna pregunta adicional, y visite JAN en español en la siguiente página web.

  (JAN Supports National Hispanic Heritage Month. JAN celebrates National Hispanic Heritage Month from September 15 to October 15, 2011. JAN's outreach efforts include consultation and technical assistance in Spanish. These resources are intended for JAN's English and Spanish-speaking audience who would like to help distribute JAN literature to the Hispanic community. JAN is strongly committed to serving its Hispanic American workforce. Please contact JAN directly with any additional questions, and visit JAN en Español.)

• JAN Announces Webcast Series - 2011/2012. JAN will be providing monthly 1 hour Webcast sessions to begin October 11, 2011. This exciting series is filling quickly. Look for sessions on effective practices; current events; accommodation ideas, policies, and practices; and ADA updates. Join JAN and guest speakers to meet your training needs. >> Registration is still open for some sessions.
• Campaign for Disability Employment 'I Can' Public Service Announcement Airs on Radio and TV. The Campaign for Disability Employment, developed by the Department of Labor's Office of Disability Employment Policy, is a national public education effort built around the "I Can" public service announcement. The PSA shows a montage of seven people with disabilities sharing what they CAN do on the job when given the opportunity. The PSA has received awards from three national organizations: PRWeek, the Public Relations Society of America and PR News. To date, it has aired on more than 500 radio and television stations and a variety of cable networks, including A&E Biography. It also will air on the Fox News and Fox Business networks as well as the Scripps network. >> Watch the PSA.

10 - E-vents

• October is National Disability Employment Awareness Month (NDEAM). "Profit by Investing in Workers with Disabilities" is this year's theme for NDEAM. NDEAM honors the contributions of workers with disabilities, and serves to inform the public that they represent a highly skilled talent pool that can help employers compete in today's global economy. >> Read the Presidential Proclamation. >> View Assistant Secretary Kathleen Martinez discussing NDEAM. >> And, download/order your poster and learn more about NDEAM.
• Customized Employment - ODEP's Latest Featured Employment Practice. Customized Employment is a universal strategy through which the relationship between employee and employer is personalized to meet the needs of both. >> Learn more about Customized Employment.
• ODEP Releases HIV/AIDS Roundtable Proceedings Report. All of the policies and practices that ODEP develops and influences to increase the employment of people with disabilities include people living with HIV/AIDS. On April 8, 2011, ODEP convened a roundtable to explore ideas about improving employment opportunities and outcomes and reducing stigma and discrimination for people living with HIV/AIDS. >> Download the report and learn more about workplace accommodations for individuals with HIV/AIDS.
• ODEP Releases Financial Services Workers with Disabilities Summit Proceedings. The Summary of Proceedings from the Financial Services Workers with Disabilities: Career Trends and Current Practices Summit, held in Washington, D.C., on July 19, 2011, is now available. >> Download the report and learn more about workplace accommodations for individuals with in other industries.
• Suggest White House Topics. Each month, White House staff who work on disability-related policies host a public, live-captioned conference call to keep the public better informed about important developments on many different disability issues. The White House is now offering the opportunity for you to suggest topics you'd like discussed during these calls. >> Send in your ideas about subjects for discussion, as well as the federal officials you would like to hear from on these subjects.
• National Technical Assistance and Research (NTAR) Leadership Center Publications Available. These new publications from NTAR address workers with disabilities and the Great Recession, Moving TANF Recipients to Work, and The Interaction of Workforce Development Programs and Unemployment Compensation by Individuals with Disabilities. >> Download these publications.
• Office of Personnel Management (OPM) Launches Diversity and Inclusion Website. As part of President Barack Obama's Executive Order (EO) "Establishing a Coordinated Government-Wide Initiative to Promote Diversity and Inclusion in the Federal Workforce," the U.S. OPM has created a new Diversity and Inclusion Website. >> Learn more.
• U.S. Transportation Secretary Ray LaHood Takes Action to Make Websites and Kiosks Accessible to Air Travelers with Disabilities. The U.S. Department of Transportation (DOT) has proposed a regulation that would require airlines and ticket agents to make their Websites accessible to individuals with disabilities. Comment deadline is November 18, 2011. >> Learn more about the tools and resources JAN provides on Website accessibility.
• Leading Practices on Disability Inclusion Published. The USBLN® has released a joint booklet with the U.S. Chamber of Commerce entitled Leading Practices on Disability Inclusion. The publication highlights 20 successful corporate strategies that can be used by businesses of all sizes to create a more inclusive workplace, marketplace, and supply chain. >> Download now.
• Disability.gov Blog: Enhance Your Workforce & Save Money by Hiring People with Disabilities. Are you looking for smart, talented employees? Are you interested in new ways to find potential hires? Do you want to save your business money through hiring incentives? Read more from Guest Blogger Cecelia Taylor, U.S. Small Business Administration, Office of Communications and Public Liaison.
• Save the Date for the 30th Annual Perspectives Conference, December 7-9, 2011. The Perspectives on Employment of Persons with Disabilities Conference is the largest national conference focused entirely on the employment of individuals with disabilities in the federal sector. Perspectives will be held December 7-9, 2011, at the Hyatt Regency Bethesda, in Bethesda, Maryland. >> Register now.
• ATIA Chicago and Orlando, Two Great Conferences: You Pick the Location. Whether you are seeking to meet your annual professional development requirements, aiming to get more out of your current AT, or wanting to learn about the latest technologies, join leaders in the field at an upcoming ATIA Conference. >> Register now.

11 - JAN Exhibit and Training Schedule

Events of particular interest: Get the most up-to-date and comprehensive training on employing people with disabilities. To view the complete JAN travel schedule go here: http://AskJAN.org/training/On-the-Road.htm

12 - Subscribe to JAN Newsletter

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This document was developed by the Job Accommodation Network, funded by a contract agreement from the U.S. Department of Labor, Office of Disability Employment Policy (DOL079RP20426). The opinions expressed herein do not necessarily reflect the position or policy of the U.S. Department of Labor. Nor does mention of tradenames, commercial products, or organizations imply endorsement by the U.S. Department of Labor.

         

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