ENews: Volume 11, Issue 2, Second Quarter, 2013
The JAN E-News is a quarterly online newsletter. 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.
Changing a Supervisor as an Accommodation under the ADA
ADA Issues Related to New Supervisors and Managers
- Accessible Live Training Events
- Accommodating Employees with Skin Cancer
Are Your Business Cards Accessible?
- Hoarding Disorder and the Workplace
- JAN Blog Relaunch
- JAN Releases New Resources
- JAN Exhibit and Training Schedule
- Subscribe to JAN Newsletter
- Changing a Supervisor as an Accommodation under the ADA
- ADA Issues Related to New Supervisors and Managers
- Accessible Live Training Events
- Accommodating Employees with Skin Cancer
- Are Your Business Cards Accessible?
- Hoarding Disorder and the Workplace
- JAN Blog Relaunch
- JAN Releases New Resources
- JAN Exhibit and Training Schedule
- Subscribe to JAN Newsletter
It’s not always easy getting along with others at work. Differences of opinion and communication styles can make for a challenging employment situation for some people, especially when those differences are with a supervisor. Oftentimes these differences can be accepted or worked-out, but when they can’t, workplace stress becomes elevated, making it difficult for some people to perform job functions effectively. In particular, people with such impairments as generalized anxiety disorder, depression, bipolar disorder, or post-traumatic stress disorder (PTSD), may find it necessary to discuss job accommodations related to interacting with a supervisor when the relationship is less than cooperative.
This situation is not uncommon. In fact, one of the more frequent inquiries JAN Consultants receive from employers is whether they are required to change a person's supervisor as a form of reasonable accommodation under the Americans with Disabilities Act (ADA). The Equal Employment Opportunity Commission (EEOC) has responded to this very question in guidance on Reasonable Accommodation and Undue Hardship under the ADA. EEOC’s position is that, in most circumstances, an employer does not have to provide an employee with a new supervisor as a reasonable accommodation. Of course, this does not mean that an employer cannot change an employee’s supervisor if it is possible and makes sense in the given situation. While the EEOC states that an employer is not generally required to make such a change, other accommodations may be required, for example changes in supervisory methods that will have a positive impact on job performance.
Supervisors can implement management techniques that support an inclusive workplace culture. These same techniques can be ways of effectively accommodating employees who may have difficulty communicating with supervisors, or who need alternative methods of supervision. Successful management techniques include the following:
- Provide positive praise and reinforcement,
- Provide day-to-day guidance and feedback,
- Provide written job instructions via e-mail,
- Develop clear expectations of responsibilities and the consequences of not meeting performance standards,
- Schedule consistent meetings with employees to set goals and review progress,
- Allow for open and honest communication,
- Establish written long-term and short-term goals,
- Develop strategies to deal with conflict,
- Develop procedures to evaluate the effectiveness of accommodations,
- Educate all employees on their right to accommodations,
- Provide sensitivity training to co-workers and supervisors,
- Do not mandate that employees attend work related social functions, and
- Encourage all employees to move non-work related conversations out of work areas.
JAN also receives questions about reassigning an employee to a vacant position if changing supervisory methods is not effective. For example, an employee with an anxiety disorder had anxiety attacks that were triggered by any interaction with the current supervisor because of their past relationship. It was not hostile or harassing, just a bad relationship for the person's anxiety. The employer asked if reassignment must be considered as an accommodation in this type of situation. This is a challenging situation because how does the employer know that a similar situation will not develop between the employee and a different supervisor? The EEOC has expressed that, under most circumstances, the ADA would not require an employer to reassign an employee to a different position due to a poor relationship with a supervisor.
Let’s look at this situation from another perspective, where an employee maybe was only having problems with one supervisor, for example someone who has PTSD as a result of being assaulted and her current supervisor reminds her of the attacker. In this situation, it is not a relational or supervisory situation, but rather a PTSD trigger for the employee. EEOC has stated that this may be one of the limited situations in which an employer should consider reassignment when an employee cannot work with a specific supervisor. This is because a change in supervisory methods will not be effective in this situation and there may not be any other accommodation that would work other than reassigning the employee to a job with a different supervisor.
Essentially, under most circumstances, an employer does not have to provide an employee with a new supervisor as a reasonable accommodation, but may need to implement other types of accommodations, like changes in supervisory methods that will enable performance of job functions. Under limited circumstances where changing supervisory methods will not be effective because the supervisor is a trigger, regardless of supervisory methods, reassignment may be required. An accommodation must be effective in meeting the needs of the individual, while not causing undue hardship for the employer.
For further reference, see the EEOC’s Enforcement Guidance on Reasonable Accommodation and Undue Hardship under the ADA, question 33.
- Tracie D. Saab, M.S., Lead Consultant
When new supervisors or managers start working, they often make changes that affect the employees they supervise. Whether these changes are good or bad, some employees are not shy about letting the new person know that they prefer the old supervisor or manager’s methods. In some cases, a power struggle can ensue and the new supervisor/manager may make a statement such as “I don’t care how the old supervisor did things. I’m your supervisor now and you’ll do things my way.” Typically everyone eventually settles down and the employees get used to the new way of doing things, but what happens when one of the employees has a disability and needs an accommodation? Here are a few examples of what can happen:
Example: A new supervisor decides that employees in her unit will no longer be allowed to work at home. One employee has a disability and needs to continue working at home as an accommodation. The old supervisor knew about the employee’s disability, but no formal records were ever made because the employee’s needs were met under the work-at-home policy available to all employees. The employee assumes the new supervisor knows about his disability, so merely states “I need to continue working at home.” The new supervisor denies the request and states “no one is going to work at home, get used to it or find a new job.”
Example: The supervisor of a long-term employee with a progressive disability had been helping the employee by performing part of his essential job functions. This had been going on for several years without HR knowing about it. When the supervisor retired, a new supervisor discovered that the employee had not been doing his job and told him he would immediately need to do so or he would be fired.
Example: A new manager decides to review all accommodations made by the previous manager. He notifies all employees that their accommodations are being suspended until the review has been completed and he asks them all to bring in new medical documentation. In the meantime, he offers leave to any employee who is unable to work without accommodations.
In all of these examples, there are potential ADA violations that might have been avoided. The following general rules may help avoid ADA problems when new supervisors and managers make changes:
- Keep track of accommodations, both formal and informal, and tell new supervisors and managers about existing accommodations when necessary.
- Educate new supervisors and managers about the ADA, especially how to recognize an accommodation request.
- Require new supervisors and managers to notify you and employees in advance of making changes and remind employees that they can ask for accommodations if needed.
- Do not remove existing accommodations before considering new accommodations to take their place. When reviewing accommodations, remember ADA rules about medical inquiries and only ask for medical information that you need and do not already have.
- Keep the lines of communication open and consider having one person be responsible for overseeing accommodations in your workplace. Make sure to periodically remind employees who that person is.
- Use available resources. If you need accommodation ideas, call JAN!
- Linda Carter Batiste, J.D., Principal Consultant
Many of us are required to give and/or participate in live training events. It is important for the sponsoring agency to consider making these events accessible. Although the term accessible is very individual, there are certain elements that should always be considered when producing a live event. At a minimum, your checklist should include those elements related to the following.
- Accessible online registration;
- Notice to ask participants if they need accommodations;
- Notice of fragrance free policy; and
- Access for personal assistants and service animals.
- Appropriate signage;
- Well marked emergency egress procedures;
- Accessible restrooms;
- Accessible parking;
- Curb cuts;
- Relief area for service animals;
- Accessible registration area;
- Adjustable lighting;
- Adjustable temperature; and
- Accessible speaking platform;
- Lavaliere microphones;
- Adjustable lectern;
- Seating arranged for mobility aid access; and
- Multiple power outlets (e.g., to charge portable oxygen concentrator).
- Accessible videos and media;
- Interpreter service (including deaf-blind);
- Computer Access Realtime Translation (CART); and
- Alternate format (Braille, large print, electronic file, audio).
- Alternatives for special diets;
- Serving area arranged for mobility aid access;
- Consideration of allergy restrictions; and
- Assistance with getting the food and beverages.
Presenters should always be aware that any visuals used during a presentation should be described and care should be taken so that interpreter and CART services are not blocked from view. Presenters should also always use a microphone so that individuals who are wearing a sound receiver (hearing aid, headphone, neck loop) can hear.
Planners should also make any field trips or activities accessible to participants. This may include arranging accessible transportation, providing a guide, or allowing a personal assistant to join. Consider making a visit prior to the event to conduct a facility audit.
Remember that this list is not all inclusive. Some accommodations may need to be customized to make an event accessible. If you are planning a training event and you would like to discuss ways to make it accessible, contact JAN for more information.
- Beth Loy, Ph.D., Principal Consultant
Accommodating Employees with Skin Cancer Anatomy Quiz: What is the largest organ of the body? The skin! As the largest organ, skin serves many functions including protecting our internal organs from injury or bacteria, preventing fluid loss, and controlling body temperature. It is also susceptible to the most common of all cancers: skin cancer. According to the American Cancer Society, approximately 3.5 million cases of basal and squamous cell cancer are diagnosed in the United States every year (2013). Melanoma, the most serious type of skin cancer, will account for more than 9,000 skin cancer deaths each year (SCF 2013 & ACS 2013).
Skin cancer can impact anyone and those who tan are not the only ones at risk. Medical conditions that weaken the immune system, such as HIV, several diseases (e.g., arthritis, lupus, or other cancers), and certain medicines used in treating organ transplants and other conditions can often increase the risk of damage from UV light, leading to skin cancers (SCF 2013).
Some individuals who have skin cancer or who are in remission may not need accommodations in the workplace, while others might. As with any situation, accommodations should be considered on a case-by-case basis. For some, a modified work schedule or flexible leave may be needed for treatment. Others may need adjustments in how or where they ordinarily perform their jobs.
Accommodation ideas can include:
- Provide schedule that avoids direct high-sun exposure,
- Provide protective clothing,
- Modify dress code,
- Provide alternate lighting or light filters,
- Modify work-site temperature,
- Use fan/air-conditioner or heater at the workstation,
- Maintain the HVAC system and redirect vents as needed,
- Provide a workspace or office with separate temperature control,
- Reassign to a position that does not require outdoor work,
- Allow frequent breaks to rest or to use medications,
- Allow use of flexible scheduling and flexible leave,
- Allow work from home,
- Provide sensitivity training to co-workers,
- Reduce or eliminate workplace stress, and
- Allow telephone calls to support person, or allow attendance at support group meetings during business hours.
It is also important for employers to understand that they should not be making employment decisions based on customer reactions or the appearance of the individual with skin cancer. While employers should consider allowing employees who are undergoing treatment for cancer to wear certain items such as a wig, scarf, or hat, employers should not insist that the employee wear something out of concern about potential customer reaction. The EEOC provides the following example about presumed negative customer reactions in the guidance “Questions and Answers about Cancer in the Workplace and the ADA.”
Example: An individual with a facial scar from surgery to treat skin cancer applies to be an airline customer service representative. The interviewer refuses to consider him for the position because she fears that his scar will make customers uncomfortable. In basing her decision not to hire on the presumed negative reactions of customers, the interviewer is regarding the applicant as having a disability.
If an employee requests an accommodation related to skin cancer, the employer should work to find a solution that suits the needs of everyone. With the summer months approaching and outdoor work increasing, you may find that some employees need special considerations to continue working through the season.
- For additional information, accommodation ideas, and resources related to cancer, visit JAN's A to Z: Cancer.
- American Cancer Society. (2013) Skin Cancer Facts. Retrieved April 23, 2013 from http://www.cancer.org/cancer/cancercauses/sunanduvexposure/skin-cancer-facts
- Skin Cancer Foundation. (2013). Skin Cancer Facts. Retrieved April 23, 2013 from http://www.skincancer.org/skin-cancer-information/skin-cancer-facts
- Equal Employment Opportunity Commission. (2011). Questions and Answers about Cancer in the Workplace and the Americans with Disabilities Act (ADA). Retrieved April 23, 2013 from http://www.eeoc.gov/facts/cancer.html
Elisabeth Simpson, M.S., Senior Consultant, Motor and Sensory Teams
Are you networking effectively? If your business cards are not accessible, you could be missing out on customers and contacts. Standard business cards can be difficult for individuals with vision impairments to read. While some individuals may have assistive technology that they can use to access the information on standard business cards, it is also possible to make simple modifications to the cards themselves.
Some ideas for making business cards accessible include:
- Use a sans serif font such as Arial. Simple, unembellished letters are easier to identify.
- Use a larger font size for the most important information.
- Use card stock that is matte rather than glossy to reduce problems with glare.
- Make a large print version on the back of the card by printing the most important information in large, light print on a dark background.
- Add Braille to some or all of your cards.
- Add a QR (quick response) code with a link to an accessible Website that the reader can peruse using a mobile device such as a smart phone. At JAN, we have accessible QR codes on some of our marketing materials.
Some common design elements can actually make cards less readable for everyone, including readers with low vision. To increase overall readability, keep the following in mind:
- Keep contrast in mind when selecting colors.
- Limit use of italics and other decorative fonts.
- Avoid using all uppercase letters, except for logos and standard acronyms.
- Consider carrying both Brailled and non-Brailled cards. The textured surface of Brailled cards may be less readable for those who have reading disabilities or use OCR (optical character recognition) scanning to access information on cards.
- American Printing House for the Blind http://www.aph.org/accessible-media-guidelines/
- Council of Citizens with Low Vision International http://www.cclvi.org/large-print-guidelines.html
- Lighthouse International http://www.lighthouse.org/accessibility/
Teresa Goddard, M.S., Senior Consultant, Sensory Team
Due in part to media attention, particularly in reality television, excessive hoarding has become more widely recognized in recent years, and JAN has seen an increase in calls regarding hoarding behaviors in the workplace. Up until recently, hoarding behaviors were considered to be a symptom of obsessive compulsive disorder (OCD), but research has revealed that treatments that are often effective for OCD have little or no impact on hoarding behaviors (Rachman, Elliott, Shafran, & Radomsky, 2009). As a result, it is expected that the up and coming DSM-5, to be released in May of 2013, will have “hoarding disorder” as being distinct from OCD, which for simplicity is the term we will use in this article.
Hoarding disorder involves the obsessive collecting of items that are of little or no value and the inability to discard such items. Individuals who engage in excessive hoarding usually do not believe there is anything wrong. They often have an overwhelming sense of guilt associated with the possibility of wasting something and justify keeping seemingly useless objects, such as old newspapers and junk mail, with the belief that they or someone else may one day need them.
Hoarding behaviors can transfer to the workplace, in which case they may have a negative impact on the individual’s performance or the performance of others. They may also result in conduct violations due to problems such as the employee failing to maintain a clean and neat workspace. When faced with a hoarding situation in the workplace, the first question employers may want to consider is whether the individual who is hoarding has a disability under the ADA. The answer to this question depends on whether the individual has an impairment that substantially limits one or more major life activities. Although the limitations of people with hoarding disorder can vary, they can become significant. Some individuals may eventually become unable to take care of themselves (e.g., cannot take a shower because the bathtub is full of collected items), may have difficulty sleeping (e.g., because the bed is buried under hoarded items), and/or may not be able to work effectively (e.g., keeping paperwork that is no longer needed, resulting in an inability to stay organized and carry out job duties). If hoarding behaviors are so significant that they substantially limit a major life activity, an individual with hoarding disorder may have a disability under the ADA.
Because people who engage in hoarding behaviors usually do not believe that they have any limitations, they may not disclose that they have a disability or request reasonable accommodations to help address performance problems. It may be that more often the employer will have to bring up the hoarding behaviors in response to a performance or conduct problem, in which case the employer may be justified in asking whether the employee needs a reasonable accommodation. If the employee denies the need for reasonable accommodations, the employer may continue to enforce performance and conduct standards going forward.
Now, if the employee does express the need for reasonable accommodations, what might that entail? The employee may need intensive therapy, in which case flexible leave for doctor’s appointments may be appropriate. If the employee has a collection of items at his/her desk, for example, the employer may consider allowing a support person, such as a therapist, to come in to help the employee discard items that are no longer needed. This can be a very painful process and should be done with care.
It may be helpful to follow that with a job coach who could assist the employee in developing a system to help prevent unneeded items from piling up. Finally, trying to reduce the number of items that could be collected may be helpful. This could include trying to keep communications electronic (e.g., no paper memos), using electronic filing systems as opposed to paper, and agreeing to a weekly or biweekly check of the workspace to try to help to prevent the collection of new items.
If you find yourself faced with a hoarding situation in the workplace and you would like to discuss accommodation ideas, please contact JAN.
Rachman, S., Elliott, C.M., Shafran, R., & Radomsky, A.S. (2009). Separating hoarding from OCD. Behaviour Research and Therapy, 47, 520-522.
The newly revamped Ask JAN Blog is an opportunity for you to share with others your workplace accommodation solutions. JAN receives over 45,000 contacts per year – conversations with all of you that help us better understand what’s working effectively in your workplaces. We have a great deal to learn from one another. We encourage you to share your experiences and interact with the JAN staff. Your accommodation success stories can benefit many others around the Nation. Enjoy the new postings:
- JAN Blog: What Works for Me?
- JAN in the News – Private Sector Report from Our Neighbors to the North
- JAN in the News – Telecommuting
- Look For JAN's New Audio Library. As JAN expands its Website, users will find audio versions of publications to access. This will ensure that people can find JAN's information in a variety of ways. >> Test one of the files to hear JAN's very own studio personality, Jason Olen.
- JAN Releases Webcast Archives of 2013 Three-Part Series of Federally Focused Webcasts.
- Medical Inquiry in Federal Sector Hiring and Employment: This Webcast covered the Rehabilitation Act rules related to medical inquiries during all stages of employment, including recruiting, job applications and interviews, post-offer, and on the job. The presentation covered medical inquiry rules related to Schedule A, affirmative action, and accommodation requests as well as how to handle voluntary disclosures from applicants and employees. The presentation was followed by a question and answer period.
- Reasonable Accommodation - A Simple Step-by-Step Guide: This Webcast provided an in-depth look at a step-by-step guide used to process every request for reasonable accommodation. Many of the steps are quick and easy but must be considered with each request. In most instances when there is a breakdown in the accommodation process it is because either the management official or the employee has skipped a step. Learn all of the steps and why each is so important as well as what the tracking requirements of EEOC include.
- Best Practices in the Employment of People with Disabilities in the Federal Government: This Webcast covered best practices in the employment of people with disabilities in the federal government. Speakers addressed some of the most common issues Federal agencies struggle with and provide practical tips for overcoming these problems. >> View the series!
- JAN Releases Webcast Archive of Workplace Accommodations for Employees who Use Mobility Devices (03/15/13). In this Webcast, JAN presenters gave an overview of how to accommodate individuals who use mobility devices, 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 the Mobility Devices Webcast.
- JAN Releases Accommodation and Compliance Series Publication: Return-to Work Programs. This publication provides information about return-to-work programs, the ADA, and situations and solutions. >> Read the Return-to-Work Programs Document.
- JAN Releases Entrepreneurship Publications. Effective Entrepreneurship Practices (EEP) Series: Glossary of Terms for Entrepreneurs with Disabilities and At-A-Glance Entrepreneurship Asset Development are ready to download. >> View the updated information.
- Department of Labor Online Interactive Advisor Offers Updated Information on Family and Medical Leave Act. The U.S. Department of Labor recently released an updated version of its Family and Medical Leave Act (FMLA) Advisor. The FMLA Advisor has been updated to reflect the expansions of FMLA protections that became effective on March 8, 2013. The FMLA was amended to provide families of eligible veterans with the same job-protected FMLA leave currently available to families of military service members and allow more military families to take leave for activities that arise when a service member is deployed. The expansions also address the application of the FMLA to airline personnel and flight crews.>> Read more.
- Assistant Secretary Martinez's Blog About the "Because" PSA. Because: Tapping the Power of Influence and Expectation explores the message behind the newly-released Campaign for Disability Employment (CDE) public service announcement "Because." >> Read the DOL Blog and View the PSA on the CDE Website.
- Social Media Accessibility Working Group Unveils Toolkit on Improving the Accessibility of Social Media in Government. As social media content, data, and platforms become more diverse, federal agencies have a responsibility to ensure that digital services are accessible to all citizens, including people with disabilities. To address this issue, the Federal Social Media Community of Practice's Social Media Accessibility Working Group, lead by the Department of Labor's Office of Disability Employment Policy, has developed a toolkit of recommended, baseline strategies to improve the accessibility of government social media. These recommendations are presented in a living, open document designed to evolve based on continuous feedback from all areas of social enterprise, as new methods and tools become available. >> Learn more.
- Report of the Institute on HIV/AIDS and Employment. The U.S. Department of Labor’s Office of Disability Employment Policy has issued an event report from the Institute on HIV/AIDS and Employment, which was held last year. Key issues and recommendations discussed in the report relate to increasing employment opportunities among people living with HIV/AIDS, disclosure issues relating to HIV status, and stigma and discrimination in the workplace and other environments. >> Read the report.
- ODEP Releases Manufacturing Sector Summit Proceedings Report. The U.S. Department of Labor's (DOL) Office of Disability Employment Policy (ODEP) has released the proceedings report from its Manufacturing Sector Summit: "Keeping America Competitive: Addressing the Skills Gap in Manufacturing." Held on June 24, 2012, the summit was presented by ODEP and DOL's Employment and Training Administration (ETA), under the leadership of Assistant Secretaries Kathy Martinez and Jane Oates. ODEP's Alliance partner, the Society for Human Resource Management (SHRM), was also a sponsor. The half-day event was convened prior to SHRM's 2012 Annual Conference and Exhibition in Atlanta, Georgia. A standing room only crowd of more than 270 participants in human resources at manufacturing companies nationwide attended to hear a diverse cross section of speakers from government, manufacturing, and HR address skills gap solutions such as recruiting and hiring candidates with disabilities, including returning veterans. >> Download the report.
- What Can YOU do? What can YOU do to help shape perceptions about career prospects for youth with disabilities and encourage people to recognize that we all benefit when young people with disabilities are able to develop their skills and talents into successful careers? Share the "Because” Poster Series! This 8 poster series is now available from the Campaign for Disability Employment. Order your free posters today!
- Computer/Electronic Accommodations Program (CAP) Releases New Training. CAP has released a new online training entitled “Providing Reasonable Accommodation Solutions.” This training helps users understand what a reasonable accommodation is and how to ensure that employees are being appropriately accommodated. >> Learn more.
- Workforce Recruitment Program. The Workforce Recruitment Program (WRP) can help you! The WRP is a recruitment and referral program that connects federal and private sector employers nationwide with highly motivated college students and recent graduates with disabilities who are eager to prove their abilities in the workplace through summer or permanent jobs. >> Read more about WRP and a WRP success story.
- New Professional Accessibility Association Launched. Recently, the International Association of Accessibility Professionals (IAAP) has been launched with the mission to define, promote and improve the accessibility profession globally through networking, education and certification in order to enable the creation of accessible products, content and services. The initial goal of the new association is to recruit a diverse set of founding member companies who are geographically diverse, represent a wide range of industries, and can collectively fund the start-up operations for this new organization.>> Contact IAAP.
- New California Regulations on Pregnancy Disability Leave. Effective December 30, 2012, employers with five or more full- or part-time employees in California will need to comply with new regulations regarding pregnancy disability leave. To some extent, the regulations provide clarification and to some extent the regulations impose new requirements. >> Learn more.
- 2013 USBLN® 16th Annual Conference & Expo. Be sure to join the USBLN® on September 30-October 3, 2013, for the 16th Annual Conference at Los Angeles Airport Marriott. The 2013 USBLN® Annual Conference & Expo is the preeminent national business to business event that focuses on disability inclusion in the workplace, marketplace, and supply chain. 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 2014 Orlando Call for Presentations. The annual Call for Presentations for ATIA 2014 Orlando (January 29 – February 1, 2014) has been announced. ATIA encourages you to submit your presentation ideas. Who should submit? Accessibility professionals, AT professionals, Educators, Individuals with disabilities, Family members of individuals with disabilities, Occupational Therapists, Physical Therapists, Rehabilitation Specialists, Researchers and University Personnel, Special Education Directors, Speech-Language Pathologists, and Students. The submission deadline is June 21, 2013. >> Submit 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 to JAN-on-the-Road.
To subscribe to or unsubscribe from JAN Updates:
To subscribe, e-mail us at subscribe@AskJAN.org. When subscribing, be sure to include the e-mail address at which you want to receive the newsletter.
To cancel a subscription, e-mail us at unsubscribe@AskJAN.org. Be sure to include the address at which you are receiving the newsletter.
This document was developed by the Job Accommodation Network, funded by a cooperative 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.