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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. Incorporate Reasonable Accommodation Practices into your Onboarding Process
2. Accommodating the Communication Needs of Deaf-Blind Employees
3. Sitting Posture on the Job
4. Interview Tips for New Grads with Autism Spectrum Disorders (ASD)
5. Accessible Computer Workstations: A Snapshot
6. Resources for Veteran-Owned Businesses
7. June is National Myasthenia Gravis Awareness Month
8. JAN's Provides Written Senate Testimony Before the Committee on Health, Education, Labor and Pensions (HELP)
9. JAN Releases New Resources
10. E-vents
11. JAN Exhibit and Training Schedule
12. Subscribe to JAN Newsletter

1 - Incorporate Reasonable Accommodation Practices into your Onboarding Process

Spring is in full swing and there are signs indicating an upcoming increase in the hiring of people with disabilities in both the Federal and private sectors. With Federal Executive Order 13548 - Increasing Federal Employment of Individuals with Disabilities and the potential changes for Federal contractors in the Office of Federal Contract Compliance Programs' (OFCCP) Notice of Proposed Rulemaking (NPRM) for Section 503 of the Rehabilitation Act, employers would be wise to review their onboarding processes.

The purpose of an onboarding process is to smoothly integrate new employees into their positions and company culture. If you already have an onboarding process, does your process consider reasonable accommodation issues for your new employees who may happen to have a disability? It should. Take a look at your process and see if you need to incorporate the following reasonable accommodation considerations.

A key to the success of any process, including the accommodation process, is education and training for those responsible for implementing the process. Know who these players are in your organization. Who sets up a new employee's workstation? Who provides access to the facility and parking? If a new hire with a disability needs an accommodation to be an effective member of your team, who will make sure the accommodation is in place for the individual's first day of work? Key players certainly will include your human resources (HR) department, as well as managers and supervisors. And do not forget to include staff from information technology (IT), facilities, and security departments in this training. Also remember when conducting training, be sure to make everyone aware of the need and requirement to keep any and all medical information confidential.

Once your staff is educated about your company's accommodation process for new hires, the next step is to make sure new hires know that they can and should ask for an accommodation if they know or think they may need one. Many individuals who know they need an accommodation to do the job successfully will choose to make an accommodation request. Others may fear the job offer will be rescinded if they do so and some may not be sure if they need an accommodation or may not know how to request what they need. To overcome these issues, the individual making the job offer can share information about the company's desire to facilitate a smooth transition and integration for the new employee and explain various employment policies including the company policy for implementing effective reasonable accommodations.

Whoever is responsible for responding to an individual who has accepted a job offer should be prepared to describe to the new employee the office location and the type of equipment that will be provided. This does not have to be detailed, but should include information about the work location and work area such as: parking is provided onsite or no parking at the site; standard computer, telephone, cell phone provided; ID card needed to access building; desk workstation/cubicle environment, etc. Also, if prior to start date forms need to be filled out online or one has to go to a location to obtain an ID, etc., this should be explained, giving the opportunity for other potential needs to be addressed. Having all this information enables new employees to consider if they need to request a reasonable accommodation.

What accommodations may be imperative for effectively onboarding employees with disabilities?

• Access to Website and online forms;
• Print material in an accessible format including providing media in alternative format as needed (large print, Braille, text file, etc.);
• Accessible parking and building access (keyless entry, security issues, restrooms, break rooms, exercise rooms, etc.);
• Use of service animal in the workplace;
• Computer and communication technology access (alternative input devices, screen reading software, screen magnification, telephone amplification, smart phone or tablet apps, etc.);
• Workspace modifications (furniture, lighting, space, noise abatement, etc.);
• Services or work related assistance (sign language interpreters, readers, note takers, etc.); and/or
• Emergency evacuation and shelter in place plan needs.

Certainly not all of these accommodations need to be in place for the first day of work, but an awareness of the potential need and a willingness to implement accommodations as part of your company culture will help any employer successfully onboard new employees.  To help you update your onboarding process if needed, here is a sample onboarding accommodation assessment form.

- Anne Hirsh, M.S., JAN Co-Director

2 - Accommodating the Communication Needs of Deaf-Blind Employees

When you think of an individual who is deaf-blind (also known as deafblindness, blind-deaf, dual sensory impaired, or combined vision and hearing loss), do you think of someone who is fully deaf and fully blind? Helen Keller might be an important historical figure that comes to mind. In reality, while there are individuals who are fully deaf and fully blind, many people who are deaf-blind have some usable vision and hearing. For example, some individuals may have grown up with some degree of vision loss and experienced a change in their hearing later in life, or vice versa. Other individuals may have been born with mild to moderate deficits in both vision and hearing. Others may have experienced trauma or illness at some point in their lives that resulted in both vision and hearing loss while older adults are likely to experience age-related vision and hearing impairments.

Workplace accommodation needs for deaf-blind employees will depend on the setting in which individuals will be working, their specific job tasks, and their unique hearing and vision needs. Typical concerns may include: equal access to information presented in meetings and trainings, effective workplace communication, access to printed materials, computer access, and emergency preparedness. For instance, the following accommodation scenarios involving workers who are deaf-blind show how reasonable accommodations can support effective communication in the workplace and allow equal access to employment opportunities.

• Providing Equal Access to an Interview: A federal employer provided an interpreter who specialized in interpreting for individuals who are deaf-blind to accommodate a candidate who needed an interpreter to participate in a job interview.
• Accommodating a Presenter who is Deaf-Blind: A research scientist had profound deafness and low vision. He needed to present research findings at a meeting. The employee created slides using a large font size and a high contrast theme. The employer provided an interpreter who used techniques for interpreting for Deaf-Blind individuals including standing within four feet of the individual to communicate questions and comments from the audience. A second interpreter voiced the employee's signs for the hearing attendees.
• Communicating with Coworkers: A student employee at a federal agency needed to interact with her team to plan and implement projects, but face-to-face communication was difficult for her and she had difficulty hearing on the telephone. Her most reliable method of communication was instant messaging (IM). The employer set up a secure IM client so that all team members could discuss projects via chat. The intern successfully exchanged ideas about team projects with team members who also found the chat logs useful.
• Communicating with Clients: A consultant usually used email and IM to interact with clients remotely, but used a Deaf-Blind Communicator (DBC), a device which allows a Braille user to exchange messages with a sighted communication partner, to facilitate communication during face to face meetings when an appropriate interpreter was not available. He also used the device to interact with staff at restaurants when entertaining clients at lunch meetings.
• Communicating with Public: An employee at a doctor’s office needed to ask intake questions at a check in counter. The employee had progressive hearing loss and was a Braille user. A JAN consultant suggested exploring use of devices that would allow the employee to type her responses on a keyboard or Braille keyboard and receive replies via Braille. Some examples of such products include the DBC, an Interpretype with a Braille display, or other interactive communication system.

Job seekers and employees who are deaf-blind are likely to be very knowledgeable about their accommodation needs, especially equipment and techniques that have served them well in other settings. Employers should be prepared to work with the individual, and likewise, individuals should be open to discussing their own ideas as well as effective alternatives. Remember that accommodations may be needed to allow effective communication during this process. Many helpful resources are available to assist in determining effective accommodation including: medical providers, vocational rehabilitation and other state agencies, assistive technology projects, and of course JAN.

For more JAN resources, visit JAN's A to Z for:

• Vision Impairments, and
• Deaf and Hard of Hearing.

You can also contact a JAN consultant to discuss accommodation ideas and get targeted suggestions.

Additional resources include:

• The American Association of the Deaf-Blind (AADB),
• Helen Keller National Center for Deaf-Blind Youths and Adults, and
• National Consortium on Deaf-Blindness.

- Teresa Goddard, MS, Senior Consultant, Motor / Sensory Team

- Elisabeth Simpson, MS, Senior Consultant, Motor / Sensory Team

3 - Sitting Posture on the Job (Part 2 of a Continuing Series, Read Part 1)

Our society has been transformed by the information technology age. More and more of us sit at work or at home in order to use computers. Many employees complain of back, neck, and arm pain from sitting for prolonged periods.

In the past it was commonly believed that sitting at a right angle or erect position was the correct posture and furniture had been designed with that idea in mind. However, one can only maintain that posture for a few minutes before we have to move around or slump in our chairs to deal with fatigue, discomfort, and pain. Right angled sitting results in extreme flexion in the lower back. A simple method for improving seated posture is to open up the angle between the thighs and the body. When the thighs are sloping forward, it is not necessary to bend in the lumbar region, and the spine can maintain its natural S-shape. This posture simulates the natural resting position and allows the spine to bear the body weight in a more balanced way.

School children seem to tilt their chair legs forward to help alleviate back pain. They naturally sense that tilting the seat will help relax the back muscles. A seat that tilts forward uses this natural posture.

A good chair is a great beginning to improving the workspace. Certainly ergonomically designed workstations are very helpful, too. But a chair is essential for seated work.

Some basic ergonomic principles for sitting and proper chair design include:

• Avoid unnecessary stretching, reaching, and twisting;
• Sit close to the work and in front of the work;
• Use adjustable supports for the elbows, forearms, and hands;
• Pace the work effort;
• Lean forward;
• Have leg room under the desk/table;
• Keep the feet flat on the floor or use an adjustable footrest; and
• Use chair fabrics that are breathable to minimize slipping off the chair.

The Job Accommodation Network does not sell ergonomic products, but we do make information available as to manufacturers and distributors of the devices for your review. For more information regarding product information, prices, specifications, and vendors, visit JAN's A to Z by Topic and JAN's Searchable Online Accommodation Resource at:

• Ergonomic/adjustable chairs, and
• Ergonomics.

- Eddie Whidden, M.A., Senior Consultant, Motor Team

4 - Interview Tips for New Grads with Autism Spectrum Disorders (ASD)

You have worked really hard to get to this point. You are just about ready to graduate and take the next big step. But are you really ready? Interviewing for a job can put the best of us on edge and make us somewhat unsure of ourselves. Let's look below for some tips on interviewing when issues related to ASD and Asperger's may make the process a little more difficult.

Know yourself. The two main things an interview accomplishes are finding out about the applicant's qualifications and determining if he or she will be a good fit for the position. To show that you are qualified for the position, know your strengths and weaknesses and how your education and experience relate to the position you are interviewing for. The interviewer will determine if you are a good fit for the position by looking at the environment you will be comfortable working in and whether you are able to work well with others, as a team member, or on your own.

Prepare yourself. Role playing will likely be the most successful way to prepare for various interview situations. The practice will build your skills and confidence. If role playing has not been a part of the transitional services you have received through a guidance counselor or student placement office, it is not too late! Grab someone you are comfortable with, download a list of common interview questions, and start practicing (see JAN's How to Find a Job that is Right for You: A Practical Approach to Looking for a Job as a Person with a Disability). Write down your answers to the most common interview questions, or the questions you feel you may have the most trouble answering on the spot. Practice the process from start to finish with appropriate greetings at both the beginning and end of the interview until you feel satisfied with your responses. Although no list of common interview questions will contain every question an employer may ask, you will be more comfortable going into an interview if you have become familiar with the most typically asked questions. Be prepared to answer tough questions that may be out of your comfort zone, such as inquiries about yourself, your work history, your educational background, and maybe even your grade point average.

Limit yourself. Keep your answers brief. If the interviewer needs more information, he can ask you specific questions. Understand that when he asks you to tell about yourself, he is not asking for a personal story about your life, but rather information about your education and experience as it relates to the job. This is the perfect opportunity to explain why you are a good fit for the position. If you are not clear on how to respond to a question, ask for clarification.

Help yourself. You can request accommodations during the interviewing process if you feel there are things that may help you be more successful. The following are only suggestions and may not be effective for everyone:

• Request that the number of interviewers be limited to one or two, at least for the first interview.
• Request that the first interview be over the telephone to help with the discomfort of meeting face-to-face the first time.
• Request a copy of the interview questions to be provided in advance.
• Request that the interview occur at a specific time of day when energy levels or concentration are at an optimum.

It might be best to request accommodations as early into the process as possible, so consider what you might need from the beginning.

Be yourself. Once you have prepared as thoroughly as you can, it is time to relax, smile, and be yourself!

- Melanie Whetzel, M.A., Senior Consultant, Cognitive / Neurological Team

5 - Accessible Computer Workstations: A Snapshot

When designing accessible computer workstations, considerations should be made for individuals with mobility, vision, hearing, and/or cognitive limitations. Although not all inclusive, the following provides guidance on including equipment that will improve the accessibility of workstations for individuals with disabilities.

To increase access for individuals with mobility impairments:

• Use adjustable workstations (office and industrial)
• Retrofit table areas with height adjustable table legs
• Use ergonomic chairs and chairs for individuals who are of small and large stature
• Provide anti-fatigue matting
• Use ergonomic equipment such as monitor risers, articulating keyboards and mouse trays, foot rests, forearm supports, headsets, lumbar cushions, copyholders, alternative keyboards and mice, page turners, book holders, and task lighting

To increase access for individuals with low vision:

• Allow users to increase operating system font size with large-size computer monitors
• Install screen magnification software
• Use locator dots and/or large print keyboard labels for keyboard navigation
• Make available external computer screen magnifier
• Use flicker-free monitor
• Add anti-glare guard

To increase access for individuals who are blind (and those with low vision):

• Install screen reading software
• Make available computer Braille display

To increase access for individuals who are hard of hearing:

• Make headsets and/or assistive listening devices available
• Implement amplification technology where necessary
• Place workstation away from noise
• Use space enclosures/sound absorption panels to isolate workstation

To increase access for individuals who are deaf:

• Provide accessible audio and video, where applicable (via captioning, a script, and/or the use of an interpreter)

To increase access for individuals with cognitive limitations:

• Use space enclosures/sound absorption panels to isolate workstation
• Increase natural lighting or provide full spectrum lighting
• Make headsets available
• Use color to distinguish important information
• Provide signage with graphical elements when directions are necessary

Also keep in mind spacing requirements for accessible routes and space requirements in the ADA Accessibility Guidelines (2002 ADA Accessibility Guidelines for Buildings and Facilities and 2010 ADA Standards for Accessible Design).

For more JAN resources, visit JAN's A to Z for:

• Cognitive Impairment,
• Deaf and Hard of Hearing Loss,
• Vision Impairments, and
• Wheelchair Use.

- Beth Loy, Ph.D., Principal Consultant

6 - Resources for Veteran-Owned Businesses

The U.S. Small Business Administration's (SBA) Office of Advocacy announced a research report on March 29, 2012, entitled Veteran-Owned Businesses and Their Owners - Data from the Census Bureau's Survey of Business Owners documenting the progress of veteran entrepreneurship since the enactment of the Veterans Entrepreneurship and Small Business Development Act of 1999. The report is based on data from the 2007 Census Bureau's Survey of Business Owners released in 2011. This report represents an ongoing effort by the SBA to provide up-to-date and valuable information about business ownership by veterans, including those with service-connected disabilities, to better inform policy decisions in the future.

Employment considerations for veterans overall, and those with service-connected disabilities returning from the wars in Iraq and Afghanistan, continue to be a policy priority for the Obama Administration. The Interagency Task Force on Veterans Small Business Development's Report to the President - Empowering Veterans through Entrepreneurship (2011) states the following:

In sum, America has both an unquestioned responsibility and a compelling incentive to empower veterans through entrepreneurship, enabling them to become successful small business owners. This Task Force strongly believes that serving veterans who are – or who want to become – small business owners is crucial to America's overall job creation, economic growth, and competitiveness in the world economy.

Veterans with service-connected and non-service connected disabilities are involved in every segment of the U.S. economy, including small business ownership. Veterans of the Armed Forces bring to entrepreneurship important occupational skills and leadership abilities honed through their years of military service. Despite this high level of skill development and managerial experience, veterans find themselves returning to an economy still rebuilding from one of the most severe recessions in U.S. history.

Small business development has been a cornerstone of this recovery effort both in terms of policy priorities and the necessity for many to create jobs where there are none. Even with the credit crunch of recent years, a Kauffman Foundation study showed entrepreneurial activity rose to its highest level in 14 years in 2009. An update to these data issued on March 19, 2012, shows that while there was a drop in U.S. start-up activity in 2010, entrepreneurial activity remains above pre-recession levels.

Select highlights from the SBA Office of Advocacy's Veteran-owned Businesses and Their Owners – Data from the Census Bureau's Survey of Business Owners report include:

• The Census estimated that in 2007 there were 2.45 million businesses with majority ownership by veterans.
• Of all respondents, 8.3 percent were veteran owners who had service connected disabilities.
• Service-disabled veterans formed a larger proportion of non-employer owners than employer owners, 9.3 percent and 6 percent, respectively.
• Veteran-owned firms represented 9 percent of all U.S. firms.
• At the time of the survey, 55.4 percent of veteran-owned respondent businesses reported they were home-based.
• More than half (53.4 percent) of veteran-owned employer firms had one to four employees.
• Personal and family savings provided the largest source of start-up capital for businesses (61.7 percent) followed by business loans from banks or other commercial lenders, which accounted for the second most important source of capital.
• The 491,000 veteran-owned employers made up 20.1 percent of all veteran-owned firms.
• The 1.956 million veteran non-employer businesses made up 79.9 percent of all veteran businesses.
• For family-owned businesses (with 2 or more members of the family being the majority in the business), 15.1 percent of veteran-owned businesses were reported to be family owned.
• At the time of this survey, 1.8 percent of veteran-owned businesses were operated as franchises.

Veterans are an active and integral part of the entrepreneurial community in the United States, including those with disabilities. JAN's services can provide individualized entrepreneurial supports to veterans with all types of disabilities who are considering self-employment or small business ownership options. See more select resources to get started.

- Kim Cordingly, Ph.D., Lead Consultant, Self-Employment Team

7 - June is National Myasthenia Gravis Awareness Month

Spring has sprung and June is near. June is National Myasthenia Gravis Awareness Month. While myasthenia gravis (MG) may be hard to pronounce, it is much easier to accommodate. First, you may need to understand a little more about MG. MG is a neuromuscular disease that causes weakness and fatigue in the voluntary muscles. MG can affect various muscle groups in different people.

For example, some individuals with MG only have the associated drooped eyelids or blurred vision. For these limitations, individuals may benefit from large print for paper documents or a screen magnifier for computer use. Also, screen reading software enables text to be converted into synthesized speech, so someone with vision impairments could hear what is displayed on the screen rather than relying on sight.



MG may only limit someone's ability to speak and/or swallow. For those types of issues, someone may benefit from the use of an augmentative and alternative communication (AAC) device. AAC devices allow users to type or use pictures to convey their message. Implementing written communication such as email or instant messaging could also be helpful. Speech amplification or enhancing devices may enable someone with speech impairments to effectively communicate.

MG can also present itself in general arm and leg weakness. If that is the case, one should consider periodic breaks away from the workstation to rest the muscles. Using ergonomic principles such as an alternative computer input device, arm supports, and/or an ergonomic chair may provide some relief. Eliminating physical exertion completely or reducing it may also be beneficial.

Let us take a closer look at some accommodation solutions that have worked for JAN users diagnosed with MG:

• An employee with vision issues stemming from MG had a hard time reading documents on his computer. JAN recommended screen magnification software coupled with screen reading software.
• An employee with MG had difficulty speaking. He requested to use email for calling off work and communicating throughout the office instead of the standard telephone or face-to-face methods. The employer granted the request and by doing so was "able to retain a valued employee."

Now that you better understand MG and possible accommodations, you can continue enjoying the spring time and all the festivities, but if you decide you need additional information or have specific questions, contact JAN.

References

• Job Accommodation Network. (2011). Accommodation and compliance series: Employees with myasthenia gravis. Retrieved from http://AskJAN.org/media/MG.html
• Job Accommodation Network. (2011). Effective accommodation practices series: Myasthenia gravis. Retrieved from http://AskJAN.org/media/eaps/employmentMGEAP.doc

- Lisa Dorinzi, MA, Consultant, Motor Team

8 - JAN Provides Written Senate Testimony Before the Committee on Health, Education, Labor and Pensions (HELP)

JAN provided written testimony to the U.S. Senate HELP Committee for its full committee hearing, Stay-at-Work and Back-to-Work Strategies: Lessons from the Private Sector. A longitudinal research study conducted by JAN (JAN Study) shows that a large part of stay-at-work and back-to-work strategies involve changes in how a job is traditionally done. Often these changes are considered workplace accommodations. These accommodations may involve making facilities accessible, restructuring a job, modifying a schedule, purchasing equipment, providing a service, and/or reassignment to another position. Lessons learned from the JAN Study include:

• Most employers report no cost or low cost when implementing stay-at-work and back-to-work strategies.
• Employers want to make accommodations so they can retain valued and qualified employees.
• Employers report that making accommodations can be a significant piece of stay-at-work and return-to-work strategies.
• Employers experience multiple direct and indirect benefits after implementing accommodations that support stay-at-work and return-to-work strategies.
• Hurdles most often involve a lack of information when engaging in the process to determine solutions.
• When using JAN’s free technical assistance, employers are likely to implement effective stay-at-work and back-to-work strategies.
• Trends in responses show success is correlated with employers seeking advice.

Employers continue to seek technical assistance on legislation, workplace accommodations, incentives, and information to support stay-at-work and return-to-work strategies. The data available from JAN present non-biased, reliable, and valid research gathered from solid design and methodology. These data are particularly valuable when understanding not only the motivations of the private sector, but also the costs, benefits, trends, and strategies that motivate employers. Read more of JAN's HELP Committee Testimony, and learn more about the HELP Committee, headed by Chairman Harkin (D-IA).

9 - JAN Releases New Resources

• JAN Publishes Second Installment of JAN's Just-In-Time Module Series. JAN announces the second in a series of fully-accessible training modules. The second just-in-time module is titled "Understanding and Applying the Americans with Disabilities Act (ADA) Amendments Act and Its Regulations." The ADA Amendments Act of 2008 significantly broadened the definition of disability, leaving many employers unsure of how to determine whether an employee has a disability. This 43 minute training module and accompanying transcript and handout provides an overview of the changes made to the definition of disability, a summary of the guidance provided by the Equal Employment Opportunity Commission's regulations, and practical ideas for applying the new definition in the workplace. This module can be used to train hiring managers, HR, and supervisors and managers. Individuals can view the module at their computer or employers can use the module as part of a larger training. Watch for the next just-in-time "Using JAN" Module coming soon! >> The Module and supporting documents can be found in JAN's Multimedia Training Library.
• JAN Posts Podcast and Teleconference.
• Assistive Technology Update - Job Accommodation Network, Braille Smartphone Interface, A Car For The Blind, Accessible Event, Apple OSX Mountain Lion Accessibility. >> Access now.
• National MS Society - Practical Guidance for Medical Professionals: How to Write an Effective Support Letter for a Reasonable Accommodation. >> Access now.
• JAN Releases Webcast Archive of Federal Winter Webcast Series. Hiring People with Disabilities in the Federal Government, Interactive Process in the Federal Government, and Best Practices in the Employment of People with Disabilities in the Federal Government. Continued concern for recently issued ADAAA regulations, the requirements of the new Executive Order 13548, and the implementation of Schedule A? Find practical solutions with JAN's 2012 Federal Employer Winter Webcast Series. JAN provided three free 1.5 hour Webcast sessions in 2012. The three part series covered the hiring and employment of people with disabilities in the Federal government, the interactive process, and best practices. JAN welcomed guest speakers from the Equal Employment Opportunity Commission and provided one session from its highly trained Principal Consultants. Audience members included Federal disability program managers, hiring managers, supervisors, equal employment opportunity representatives, selective placement coordinators, and others involved in hiring and managing workers in the Federal government. >> View Federal Series.
• JAN Releases Webcast Archive of Current Events. Tune in and stay up-to-date on current events in job accommodation, including tough accommodation situations, tricky ADA issues, and technology challenges. JAN consultants provided practical tips for handling these and other job accommodation issues. >> View Webcast.
• JAN Releases Webcast Archive of Best Practices: Dow Chemical. Ivonne Mosquera-Schmidt has a background in finance. After completing Dow Chemical's Finance and Leadership Development Program, she had the opportunity to be mentored into her current position, Project Manager for Dow Chemical's Information Systems/Project & Support Center. Blindness has not been a major hurdle for Ivonne in entering her chosen field nor in her advancement to the Project Manager level. During the interview style Webcast, Ivonne talked through her workplace experience encompassing being recruited, hired, and promoted at one of the U.S.'s major global companies. Ivonne offered some best practices to follow when hiring talent with disabilities and educated us about some of the workplace changes that have enabled her to be more productive. And finally, she offered effective policies and practices offered by Dow Chemical. >> View Webcast.
• JAN Releases Webcast Archive of Understanding and Accommodating Mobility Impairments in the Workplace. The presenters gave an overview of how to accommodate individuals with mobility impairments, including accommodations for accessing the work site and work space; moving, carrying, and lifting items; maintaining balance; driving; and sitting, standing, and walking for long periods. Accommodation examples, available assistive technologies, and other products and equipment were discussed. >> View Webcast.
• JAN Publishes Effective Accommodation Practice (EAP) Series Documents on Tourette Syndrome (TS) and Fetal Alcohol Syndrome (FAS). Download technical assistance on how to accommodate individuals with TS and FAS. >> Download JAN EAP on TS and download JAN EAP on FAS.
• JAN Releases Updated Accommodation and Compliance Series Publications. Learn about accommodation ideas for individuals with various impairments. >> Get updated with JAN's Accommodation Information By Disability.

10 - E-vents

• ODEP Year by Year. Fall 2001 marked a major milestone in the national effort to advance disability employment - the establishment by Congress of the Office of Disability Employment Policy (ODEP), a sub-cabinet level agency within the U.S. Department of Labor (DOL). This landmark occasion created, for the first time ever, a permanent focus on disability within the context of DOL's overall work. >> Learn more about ODEP Year by Year.
• ODEP Launches Web Page on Apprenticeship. ODEP's apprenticeship initiative aims to increase systems capacity to provide integrated inclusive apprenticeship training to youth and young adults with a full range of disabilities, including those with the most significant disabilities, and to utilize the increased flexibilities detailed in DOL's newly released apprenticeship regulations. >> Learn about ODEP's apprenticeship program.
• ODEP On-the-Road. A large part of Assistant Secretary Kathy Martinez's job is connecting with stakeholders, and early April was no exception. She started in Redmond, WA, with a meeting with members of Microsoft's Cross-Disability Employee Resource Group to discuss ODEP's Accessible Technology in the Workplace initiative. Next up was an event in Chantilly, VA, where she spoke with employees of federal contractor CACI about the important role people with disabilities play in corporate diversity and inclusion. Finally, she visited San Antonio, TX, where she delivered a plenary speech at the Southwest and Rocky Mountain Industry Liaison Group's regional conference. "Engaging with a broad array of our constituents — from employers to advocacy groups to individuals — is absolutely critical to advancing our mission to increase employment opportunities for all Americans, including those of us with disabilities," said Martinez. >> Read about the presentations.
• New Featured Resource on the Workforce Recruitment Program (WRP). The WRP's database of over 2,600 qualified college students with disabilities is a key resource for both federal managers responding to President Obama's EO 13548 and for private sector employers seeking to diversify the pool of candidates for their summer and permanent positions. >> Learn more about WRP.
• Video Series on Navigating the Job Search Process for Youth with Disabilities Released by the Workforce Recruitment Program. The Schedule A hiring authority is one tool that can greatly benefit youth and young adults with disabilities who are seeking a job with the federal government. >> View the Videos.
• White House Seeking Nominations for Champions of Change. The Departments of Education and Labor along with the White House Office of Public Engagement will host "Champions of Change" to highlight individuals, organizations, schools, or companies that are making a positive impact in science, technology, engineering, and math (STEM) for people with disabilities. >> Learn more about Champions of Change.
• Obama Administration Initiatives Supporting Veterans & Wounded Warriors. The Obama Administration provides a summary of steps taken to increase employment, education, housing and other opportunities for veterans, service members and their families. >> Learn more about the Administration's Record.
• 2012 USBLN® 15th Annual Conference & Expo. Be sure to join the USBLN® on October 1-4, 2012, for the 15th Annual Conference at the Renaissance Orlando at SeaWorld by Marriott. The 2012 USBLN® Annual Conference & Expo is the preeminent national business to business event that taps into the vast economic potential of the full inclusion of people with disabilities. This conference brings corporate, government, disability-owned businesses and BLN affiliates together to create workplaces, marketplaces, and supply chains where people with disabilities are fully included as professionals, customers, and entrepreneurs. >> Register now.
• ATIA 2013 Call for Presentations. ATIA Announces Call for Presentations for ATIA 2013 in Orlando (January 30-February 3, 2013). Submission deadline is June 22, 2012. Join leaders in the field! >> Submit 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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