ENews: Volume 9, Issue 3, Third Quarter, 2011
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.
Much Ado About Mitigating Measures
Return to Work or Stay at Work and Accommodations
My Oh My, It's Hot! Workplace Accommodations for Heat Sensitivity
Material Lifting Devices, Final Series Installment
Getting to Work on Time
Accommodating Employees with Hearing Aids: A Beginner's Guide to T-coils
- Twitter: Tweet Me Accessible
JAN Releases New Resources
- JAN Exhibit and Training Schedule
- Subscribe to JAN Newsletter
- Much Ado About Mitigating Measures
- Return to Work or Stay at Work and Accommodations
- My Oh My, It's Hot! Workplace Accommodations for Heat Sensitivity
- Material Lifting Devices, Final Series Installment
- Getting to Work on Time
- Accommodating Employees with Hearing Aids: A Beginner's Guide to T-coils
- Twitter: Tweet Me Accessible
- JAN Releases New Resources
- JAN Exhibit and Training Schedule
- Subscribe to JAN Newsletter
One of the most significant changes the ADA Amendments Act made to the definition of disability is that now, when trying to figure out how limited a person is by his impairment, we ignore the beneficial effects of any mitigating measures he uses. This change has been very confusing to some, but once you figure it out, it really is not that difficult. All it means is that we now have to determine what effects an impairment would have if the person did not use any mitigating measures.
And just what are mitigating measures? They are things a person uses to treat his impairment or overcome any limitations the impairment causes. Examples include things like wheelchairs, hearing aids, medication, prosthetic limbs, and therapy.
How do we know how limited a person would be without his mitigating measures? First we need to know if he uses mitigating measures. In some cases it will be obvious – we will see his wheelchair or hearing aid or prosthetic limb. In other cases we may need to ask him or get medical documentation when appropriate.
Next we need to find out what would happen if the person did not use the mitigating measure. Again, in some cases it will be obvious. For example, if a person with a prosthetic leg does not use his prosthesis, he will be substantially limited in walking. If it is not obvious, there are various ways to figure out how limited the person would be without the use of a mitigating measure, such as:
- Find out what limitations a person experienced prior to using a mitigating measure,
- Find out the expected course of a particular disorder absent mitigating measures, or
- Look at readily available and reliable information of other types.
You may be wondering when this issue will arise. It usually comes up in the workplace when an applicant or employee requests an accommodation and the employer needs to determine whether that person meets the definition of disability and is therefore entitled to the accommodation. One important thing to remember is that ignoring the beneficial effects of mitigating measures only applies to determining whether someone has a disability. When looking at whether a person needs a reasonable accommodation we do the opposite – we will look at what limitations he has after he uses the mitigating measure. That is why the best approach is to make the disability determination a separate step from the reasonable accommodation process.
So you see, the ADA Amendments Act rule about mitigating measures is not that hard to apply. All it usually takes is some common sense. For more information, see JAN's Accommodation and Compliance Series: The ADA Amendments Act of 2008 and ADA Library.
- Linda Carter Batiste, J.D., Principal Consultant
Return to Work (RTW) and Stay at Work (SAW) programs are part of a business' strategy to retain valued employees and to enhance the productivity of its workforce. "The goal of a return-to-work program, sometimes called a transitional duty program, is to make job changes or provide job accommodations that return individuals to work who are absent for workers' compensation or disability-related reasons."
As with workplace accommodation programs, a RTW program should have clear written policies articulating each party's responsibilities. Accurate job descriptions including the physical demands of particular essential functions should also be developed. This helps everyone in the process (e.g., doctors, rehabilitation staff, and accommodation specialists) understand the job requirements. A good understanding of the job demands and the employee's limitations and abilities is the starting point for determining if effective job accommodations will enable the employee to return to or stay at work while still recovering from injury. Effective job accommodations insure that the employee returns to work as soon as possible without risk to the employee or employer.
Of the employers who called JAN for technical assistance, most (82%) were doing so to retain a current employee. Thus, most of JAN's publications contain accommodation solutions that could be generalized to a RTW or SAW situation. JAN also offers a number of examples specific to RTW.
Situation - A warehouse employee was transitioning back to work with lifting restrictions after being injured by falling boxes of product.
- Provide overhead structure for lifting devices;
- Place frequently used tools and supplies at or near waist height;
- Provide low task chairs, stand/lean stools, and anti-fatigue mats;
- Provide compact lifting devices to push and pull supplies and tools from storage;
- Make wheelchairs, scooters, industrial tricycles, or golf carts available; and
- Provide aerial lifts, rolling safety ladders, and work platforms.
The full publication, Fact Sheet Series: Job Accommodations for Return to Work is available for download. If you need additional guidance in identifying a device, or need information on where to buy the device, please call one of JAN's Consultants.
Below are resources to learn more about developing your company's RTW or SAW program:
- U.S. Department of Labor's Office of Disability Employment Policy Return to Work Toolkit
- Disability Management Employer Coalition (DMEC)
- Return to Work Matters
- Society for Human Resource Management (SHRM) Disability Employment Resource Page (available to nonmembers and members alike)
- Louis E. Orslene, MPIA, MSW, Co-Director
Heat sensitivity or heat intolerance is an inability to withstand high temperatures or to maintain a comfortable body temperature. The effects of heat sensitivity come slowly and last over a longer period of time. Disabilities that are associated with heat sensitivity include, but are not limited to, multiple sclerosis, heart conditions, hyperthyroidism, lupus, respiratory disorders, fibromyalgia, scleroderma, migraine headaches, Graves' disease, and burn injuries.
Symptoms of heat sensitivity can include fatigue, weakness, inability to concentrate, blurred vision, memory problems, dizziness, tremors, heart palpitations, and vomiting. When an individual is experiencing these symptoms, she may have difficulty performing work related tasks or maintaining productivity standards. There are a variety of accommodation options that can be implemented for an individual who is experiencing sensitivity to high temperatures. Common accommodation ideas for heat sensitivity can include:
- Modifying work-site temperature,
- Modifying dress code,
- Using fan/air-conditioner at the workstation,
- Allowing flexible scheduling and flexible use of leave time,
- Allowing work from home during extremely hot weather,
- Maintaining the ventilation system,
- Redirecting air conditioning vents,
- Providing an office with separate temperature control, and
- Wearing cooling clothing.
Some of these accommodations may be needed on a permanent basis while others may only be needed temporarily or intermittently, such as when temperatures are extremely high. Each situation should be evaluated on a case-by-case basis and you can contact JAN directly to speak with a Consultant for additional assistance or referrals to products.
The following are a few recent examples of accommodations that were implemented as a result of contacting JAN:
- An engineer with multiple sclerosis was experiencing heat sensitivity. She was provided a private office where the temperature could be lower than in the rest of the facility. She was also encouraged to communicate with coworkers by telephone or email when possible to reduce the amount of walking she had to do.
- A person employed as a ground maintenance laborer was recovering from severe burns of his head, neck, and back. His job required him to work outside during most of the day. Due to the scars he was unable to sweat to cool his body temperature and he was concerned about getting sunburned. His employer provided him with a hat, long sleeved light cotton shirts, and a cool vest. He was given a portable beach umbrella to provide him shade, and he was encouraged to take breaks as often as he needed them. The employer also changed his schedule to an earlier start time so that he could work mainly during the morning hours.
- An employee with bronchial asthma could not work in hot environments. JAN discussed air-conditioning, including a window unit for the employee's office if the employer could not install central air.
For more information regarding accommodations and products that may be helpful for individuals who are sensitive to extreme temperatures, visit JAN's Searchable Online Accommodation Reource (SOAR).
- Elisabeth Simpson, M.S., Consultant, Motor / Sensory Team
As stated in Parts 1 and 2 of this series, many material lifting devices are designed for use with large, heavy objects. When workers need to access areas or items beyond their reach, personnel lifts are the preferred equipment choices. All of us have seen telephone or cable installers using "bucket trucks" or "cherry pickers" in order to get to the top of poles to do their tasks. These lifts are part of the actual truck. But there are many times when a smaller, more compact device is needed, something mobile but offering a standalone approach. These devices are called personnel lifts.
There are quite a few lifts available for very specific work activities:
- ARTICULATING lifts for a long reach in confined spaces are powered by diesel or electric motors. These lifts can often be seen on new construction sites and are controlled by the operator. According to the Merriam-Webster Dictionary, articulation means "to become united or connected by or as if by a joint." In practical terms, this means the operator can create angled joints in order to access otherwise restricted spaces or areas.
- For warehouse use and for various maintenance tasks, MAST lifts are ideal. Indoor and outdoor applications intended for accessing heights of 13-26 feet are great for hard-to-reach places.
- PUSH AROUND models are specifically designed to be used on fragile floor surfaces. They are lightweight, compact, and are transportable in trucks or vans. These lifts reach between 15-40 feet.
- For construction and public works employees, SCISSOR lifts are actually large platforms that attain heights of 15-53 feet. These products are quiet and can be used in small spaces. Electric versions are primarily used indoors and diesel versions are designed for outdoor use.
- Demolition, shipyards, and construction sites often need TELESCOPING lifts for extended reaching activities.
- TRAILER lifts are used for great heights of 35-79 feet and can be towed to various locations. They employ stabilizers for use on uneven ground and are available in telescoping and articulating models.
- Earth moving activities require maximum stability provided by TELEHANDLERS.
When workers need to be elevated very short heights, there are platform lifts that minimize possible cumulative trauma disorders or injuries and reduce worker fatigue. Raised heights of 19 inches and lowered heights of three inches or so are typical of these ergonomically designed lifts. Some models are electrically lifted; others require turning a crank. Typical work applications could include packing stations, maintenance of heavy machinery, or work areas where height is a problem. Listed below are links to product information and vendors for review.
- Badger Industrial (provides select lifts, ladders, and platforms, including a line of tank top lifts/ladders for tanker trucks and railroad cars)
- Genie (makes a wide variety of personnel and material lifting equipment)
- JLG (designs, manufactures, and markets a variety of access equipment)
- Vestil Manufacturing (has platform lifts for reaching short heights)
The Job Accommodation Network does not sell lifting devices, but we do make information available about manufacturers and distributors of lifting devices. For more information regarding product information, prices, specifications, and vendors, visit JAN's SOAR at:
- http://AskJAN.org/soar/motor/4_lifting.html (Moving, Carrying, or Lifting Materials or People)
- Eddie Whidden, M.A., Senior Consultant, Motor Team
Have you ever been late for work? At some point because of an accident, unforeseen traffic, or even a flat tire, we have all had reason to be late for work. Maybe you have even overslept a time or two. But what about being late for work almost every day? JAN Consultants answer many questions about tardiness, attendance policies, and accommodations that can help employees who have difficulty getting to work on time because of their disabilities. Often times individuals with attention deficit disorder (ADD), attention deficit hyperactivity disorder (ADHD), obsessive-compulsive disorder (OCD), sleep disorders, and those taking certain types of medications struggle to be punctual. Let's look at some of the causes for the lack of punctuality, and what accommodations and new habits or routines might be helpful in reducing tardiness for employees and students with disabilities.
Employees with ADD and ADHD often report that they have so many distractions in the mornings that it is very difficult to get out the door in time to arrive at work on time. Allowing more time in the mornings by getting up earlier is not always helpful. These individuals may just find many more distractions to keep them from focusing on getting ready for work and out the door. One way to streamline what needs to be done in the mornings is to take care of as much as possible the night before. Choosing what clothing to wear, making sure the clothes are pressed and ready to go, selecting socks or hosiery, shining/cleaning shoes are all ways to speed up the morning ritual. For people who take their lunches and snacks to work, they should do as much preparation as possible ahead of time as well. For people with children, their efforts are going to have to double. They will need to check homework, backpacks, and get clothing and lunches ready before morning. If the children are old enough, they can be trained to take care of these things themselves. The less a person has to do in the mornings, the better the chance of getting to work on time.
For people who are distracted by things in the household, a watch with multiple settings that can help the person stay on task. The watch can sound an alarm or vibrate, and the task that should be completed when it goes off will be printed on the watch's face. If the watch indicates it is time to pick up the car keys to head out the door and the person does not even have his socks and shoes on, he will be reminded to get moving. Maybe setting up "rules" or guidelines will help as well – such as no morning television or e-mailing/texting. Checklists may be helpful for individuals with OCD. Sometimes multiple checks of doors, appliances, briefcases, and children's packs can keep an individual from leaving home in time to be punctual at work. Checking things the night before, and indicating what has been completed on a list can save precious time in the mornings. It does take some effort to plan and consistently stick to a routine, but this can be time well spent when the morning runs smoother as a result.
Even an employee with a disability has a responsibility to be punctual for work. It is not the employer's responsibility to make sure employees get to work on time. An employer is only required to provide reasonable accommodations that eliminate barriers in the work environment. Since the ability to get ready for work and leave the house are outside the work environment, an employer may not be obligated to provide certain accommodations, but let's look at several examples of accommodations that might be provided to assist an employee to be punctual. An employer may change a policy or provide a flexible, modified, or alternate schedule or shift.
Someone who is unable to be consistent in the arrival times at work may benefit from a flexible schedule. A flexible schedule usually involves allowing an employee flexibility in reporting to work within a specified window of time. For example, a copy editor whose hours of work are 8:15 to 4:45 may be able to report to work between 8:15 to 8:45, and then work the eight hours, leaving work between 4:45 and 5:15. Depending on the essential functions of the position, some employees may have more or less freedom in the range of time that could be flexed.
A modified schedule may involve adjusting arrival or departure times, such as working from 8:30 to 4:30 or 9:00 to 5:00 instead of 8:00 to 4:00. Factors that may help determine if a schedule can be changed relate to essential functions and how many employees are available to do the tasks until the employee comes in. An employer may find it much easier to modify the schedule of a data entry clerk who works independently than he would an assembly-line employee who would disrupt the operation of the line if absent at starting time.
One policy that may be changed is decreasing the time that has been set for call-ins when an employee is going to be late or absent. Someone with a sleep disorder may not be able to call in three hours ahead of time if the reason he cannot get to work is the inability to awaken. A policy change need only be made for the employee with the disability, not everyone else.
A shift change may be another accommodation. Some individuals find that it is much easier to be on time for work when they work a later shift, such as 3:00 pm to 11:00 pm rather than 7:00 am to 3:00 pm.
For specific questions related to a workplace situation, whether it concerns getting to work on time or another issue, please contact JAN and speak to a Consultant. JAN Consultants work in specialized teams and will be able to help sort out how limitations may be affecting a person's ability to perform the essential functions of a position and identify accommodations.
- Melanie Whetzel, M.A., Senior Consultant, Cognitive / Neurological Team
One of the most common challenges for employees who are deaf or hard of hearing is using the telephone. Two questions leap to mind whenever I am asked about accommodation ideas to help with telephone use.
Does the employee wear hearing aids?
If yes, do the hearing aids have t-coils?
The answers to these questions provide useful information about what types of assistive technology may be helpful to the employee. For instance, many people who use hearing aids experience feedback when using a standard telephone headset. A t-coil compatible headset may be useful if the individual's hearing aids have t-coils. However, if the individual does not use hearing aids, or if the hearing aids do not have this feature, then it would probably make more sense to consider other solutions. For more information on hearing aid compatible headsets visit: http://AskJAN.org/cgi-win/OrgQuery.exe?Sol721
So what exactly is a t-coil?
Standard telephones produce a small electromagnetic field as a byproduct of the way telephone handsets are constructed. A t-coil, or telecoil, is a type of induction loop receiver that is housed inside certain types of hearing aids and cochlear implants. A t-coil works by converting the electromagnetic field produced by a telephone handset, and bypassing the hearing aid's external microphone. This reduces the amount of feedback experienced by hearing aid users and allows them to hear telephone conversations more easily because the hearing aid is not picking up background noise.
Depending on the person and the type of hearing aid used, it may be necessary to hold the handset at a slightly different angle from the norm in order to get a clear signal via the t-coil. This can be tiring. If a person uses the phone a lot or needs to type or take handwritten notes while on the phone, headsets that are designed to work with t-coil hearing aids may be helpful. Some t-coil compatible headsets are designed for use with cellular phones.
T-coil hearings aids can also be used with hearing loops. These are loops of copper wire that create an electromagnetic field that can be picked up by a t-coil. Some assistive listening devices can be used with a hearing aid that has a t-coil by adding a hearing loop. This may be helpful if the person needs to participate in meetings or access audiovisual training materials. For more information on assistive listing devices visit: http://AskJAN.org/cgi-win/OrgQuery.exe?Sol420
T-coils can be susceptible to the effects of electromagnetic interference from things such as electrical wiring, TVs, and fluorescent lights. T-coil users may experience buzzing if their t-coil switch is activated near devices that produce electromagnetic interference.
Where can you go for more information on accommodation ideas for employees with hearing aids?
Employees often know of accommodations that work well for them. A doctor or audiologist may also be able to suggest accommodations or provide feedback about accommodation ideas. You can also read about accommodation ideas for employees who are deaf or hard of hearing on the JAN Website at http://AskJAN.org/media/deaf.htm
- Teresa Goddard, M.S., Senior Consultant, Motor / Sensory Team
Accessible Website design is the basis for us to talk specifically about the accessibility of social networking venues. How many of you are on YouTube? How many of you operate a blog? I know the majority of readers are on Facebook and maybe even quite a few of you use LinkedIn. One of JAN's most interesting social networking endeavors is Twitter, which allows the staff to tweet with those of you who follow JAN on Twitter. JAN posts information on Twitter once or twice a week, just to give out information on what we are doing, where we might be, what documents might be available. Twitter is basically a microblogging site, and users have 140 characters or less to say something. So, it is very important that administrators of Twitter accounts have access to accessibility features. Let's review a few options.
First, there is a Web-based application called Easy Chirp, which used to be called Accessible Twitter, that can be helpful to Twitter administrators. Easy Chirp can be used to access and control a Twitter account; all posting and reading of tweets are done through the Website. To do this, go to easychirp.com and authorize the site to access your Twitter account. What makes Easy Chirp so helpful? One of the features that is more accessible in Easy Chirp is that it gives you an easy way to retweet (RT). How many people know what it means to RT? If we post an announcement on JAN's Twitter and one of the JAN followers wants to repeat that tweet, JAN followers do not have to start from scratch. It is proper etiquette to RT an existing tweet. If you are just using Twitter.com to do that it takes several different steps, and it is not the most accessible process. If you are using Easy Chirp, RT is one of the automated features that comes with the application. The ability to RT is right there in front of you.
For more information on Easy Chirp features, see: http://easychirp.com/features.php
The largest repository for scripts is Userscripts.org and there are many scripts specifically for Twitter located at http://userscripts.org/tags/twitter. A simple script that may be helpful is Reverse Tweet Order, which simply allows an administrator to reverse the order of Tweets on a Twitter page. Another useful script is Twitter Follower Sorter, which sorts your followers by whether you follow them. The most popular script using Greasemonkey is Tweetfilter. This script allows you to customize many aspects of your Twitter page, including creating individual filters to better organize or unclutter your stream. It also allows you to customize various parts of the Twitter interface.
For more information on Greasemonkey, see: http://www.greasespot.net/ and https://addons.mozilla.org/en-US/firefox/addon/greasemonkey/
A third application that Twitter administrators can use to increase the accessibility is something called Qwitter. Qwitter is a Twitter client specifically designed to be compatible with all major screen reading applications. Basically, the administrator's screen reading software application becomes a Twitter client. So, anywhere you are in Microsoft Windows it will update you on Tweets and allow you to attach hot keys to the different functions that you want to do quickly in Twitter.
For more information on Qwitter, see: http://www.qwitter-client.net/
These three applications, Easy Chirp, Greasemonkey, and Qwitter will all increase the accessibility for someone wanting to be an administrator of a Twitter site. This will, in turn, increase the productivity of an organization by allowing more individuals access to update Twitter.
- Beth Loy, Ph.D., Principal Consultant, and Lyssa Rowan, B.S., New Media Assistant
- JAN Releases Updated Accommodation and Compliance Series: The ADA Amendments Act of 2008 to Mark ADAAA Regulation Implementation. Learn the basic changes the ADAAA made to the definition of disability by reviewing JAN's newly updated Accommodation and Compliance Series: The ADA Amendments Act of 2008. >> Get updated with JAN's Accommodation and Compliance Series.
- JAN Releases Updated Accommodation and Compliance Series: Service Animals in the Workplace. Because more people are using service animals, employers are asking more questions about service animals in the workplace. Review a summary of some of those questions. >> Get updated with JAN's Accommodation and Compliance Series: Service Animals in the Workplace and learn more about Assistance Dog Week (August 7-13, 2011).
- JAN Releases Updated Fact Sheet Series: Accessibility under the ADA. On July 23, 2010, Attorney General Eric Holder signed final regulations revising ADA regulations, including ADA Standards for Accessible Design. The revised regulations amend the Department's title II regulation, 28 CFR Part 35, and the title III regulation, 28 CFR Part 36. These final rules went into effect on March 15, 2011. Compliance with the 2010 Standards for Accessible Design is permitted as of September 15, 2010, but not required until March 15, 2012. >> Get updated on accessibility under the ADA.
- JAN Distributes Consultants' Corners. JAN distributes issue on "How to Determine Whether a Person Has a Disability under the Americans with Disabilities Act Amendments Act (ADAAA)" to address made major changes to the definition of disability. JAN also distributes issue on "Documentation of a Learning Disability" to address whether employers can ask for current medical documentation when an employee with a learning disability provides documentation that dates back to high school. >> Catch up on your Consultants' Corners.
- JAN Publishes Financial Industry Document. Find accommodation examples in JAN's Accommodating Employees in Financial Settings. >> Download now.
- JAN Releases Updated Accommodation Information for the Health Care Industry. More than 50 experts and advocates joined Secretary Solis, Assistant Secretary of the Office of Disability Employment Policy Kathy Martinez, and Jeff Crowley, director of the White House's National AIDS Policy and Senior Advisor on Disability Policy, at the Labor Department's HIV/AIDS Employment Roundtable. >> Read the technical assistance information JAN provided (also in Spanish).
- JAN Releases Archived Webcasts. Tune in to ADA Update, Understanding and Accommodating Allergies in the Workplace, and SNAP! Your Website Into Shape and get up-to-date information on the ADA Amendments Act (ADAAA), accommodations, and online accessibility. >> Access archives.
- Presidential Proclamation Issued for the Anniversary of the ADA, July 26, 2011. "Generations of Americans with disabilities have improved our country in countless ways. Refusing to accept the world as it was, they have torn down the barriers that prohibited them from fully realizing the American dream. Their tireless efforts led to the enactment of the Americans with Disabilities Act (ADA), one of the most comprehensive pieces of civil rights legislation in our Nation's history. On this day, we celebrate the 21st anniversary of the ADA and the progress we have made, and we reaffirm our commitment to ensure equal opportunity for all Americans." Read Proclamation.
- Assistant Secretary Kathy Martinez Announces New ODEP Website. Visit the new, improved version of ODEP's Website today. >> Browse around the Website at http://www.dol.gov/odep and send any feedback you have to email@example.com.
- Assistant Secretary Kathy Martinez Recognizes the ADA Turning 21. Assistant Secretary of Disability Employment Policy Kathy Martinez took to the blogosphere to reflect on the impact the law has had in ensuring a "more inclusive America." >> Read the Work in Progress Official Blog of the U.S. Department of Labor.
- National Disability Employment Awareness Month Theme Announced. The U.S. Department of Labor's Office of Disability Employment Policy has announced the official theme for October's National Disability Employment Awareness Month: Profit by Investing in Workers with Disabilities. The theme 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 press release.
- EARN Has New Look. In honor of the 21st Anniversary of the Americans with Disabilities Act on July 26th, the Employer Assistance and Resource Network launched an updated Website. >> Visit the Employer Assistance and Resource Network Website.
- Computer/Electronic Accommodations Program (CAP) Has New Online Modules. In honor of the 21st Anniversary of the ADA and the signing of Executive Order 13548: Employment of People with Disabilities, CAP has created the first in a series of online training modules. These modules will help you understand how simple and beneficial hiring employees with disabilities can be. Explore CAP and learn more. >> Bookmark http://www.cap.mil today!
- RERC on Workplace Accommodations Distributes Online Survey. The RERC on Workplace Accommodations is currently distributing an online survey to learn about the difficulties individuals may encounter while using a personal computer at work and about the ways they handle these difficulties in order to complete their job tasks. They are specifically interested in older individuals with disabilities or individuals who have experienced any loss in functioning. The online survey should take 15-30 minutes to complete. >> Participate in this study.
- 2011 USBLN® Annual Conference & Expo - "Aligning Disability with the Bottom Line: Talent, Market Share, and Supplier Diversity" To Be Held October 16-19, 2011, in Louisville, KY. Be sure to mark your calendar for Louisville, Kentucky on October 16-19, 2011, for the US Business Leadership Network's 14th Annual Conference at the Louisville Marriott Downtown hotel. The 2011 USBLN® Annual Conference & Expo is the preeminent national employer-to-employer event that taps into the vast economic potential 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.
- Fall 2011 National Association of ADA Coordinators' Conference "A New ADA Road Map – The Journey Continues," To Be Held October 17-20, 2011, in San Diego, CA. See the Newsletter for the conference agenda, the faculty, and the articles on the new ADA regulations. The conference is for those involved with ADA employment, higher education, as well as program, policy, and physical accessibility issues. It is an important opportunity to learn more about the interactive process, reasonable accommodation, and returning veterans' issues. With the new ADA regulations for Titles I, II, and III, as well as GINA, the Fall 2011 Conference, with a faculty from the ADA enforcing agencies and other senior ADA professionals, is a must for anyone dealing with the ADA who needs to learn about recent case law, hear about best practices, become aware of processes for implementation, and discover how to prevent expensive litigation. Learn more about the effects of the several U.S. Supreme Court decisions on retaliation. Become aware of processes that protect your organization from the fastest growing and most expensive employment litigation arena for an employer. >> Learn more.
- 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.
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
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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.