April is National Autism Awareness Month. Let’s Light It up Blue!!

Posted by JAN Tech on April 1, 2016 under Events, Organizations | Comments are off for this article

According to Autism Speaks, people all over the globe will wear blue and light up their communities for World Autism Awareness Day tomorrow, April 2, 2016.

Autism Speaks is the world’s leading autism science and advocacy organization, dedicated to funding research into the causes, prevention, treatments and a cure for autism; increasing awareness of autism spectrum disorders; and advocating for the needs of individuals with autism and their families.   Autism Speaks shares this information:  Autism is a lifelong condition. In fact, each year 50,000 children with autism transition to adulthood. Many of them are capable of going on to meaningful employment and living on their own. But they need more employment opportunities and housing and residential supports. Autism Speaks continues to work with public and private partners to ensure people with autism successfully transition to adulthood. Together we can make a difference in the lives of people with autism by accepting their many gifts and recognizing the challenges they can face. Autism currently affects 1 in 68 people — these are our loved ones, friends and neighbors. We owe it to them on April 2, and every other day of the year, to make the world a more understanding place. So let’s Light It Up Blue together and shine a global spotlight on autism!

JAN is contributing to the celebration of autism awareness by helping to shed light on autism in the workplace.  We have several publications of note that will help in this area.  Accommodation and Compliance Series:  Employees with Autism Spectrum Disorder shares various accommodation ideas for impairments that may be associated with ASD such as issues of change, stress management, social skills, and processing sensory stimuli. We also have a Consultants’ Corner: Interviewing Tips for Applicants with Autism Spectrum Disorders (ASD) that can be helpful to applicants when they are looking towards employment and contemplating disclosure and accommodation.  Applicants will gain insights on how to be prepared and represent themselves to a prospective employer in the best possible way. JAN also provides contact information on resources that may prove helpful as well.

Check out the JAN staff wearing the autism awareness colors!

JAN staff wearing blue JAN Staff wearing blue

 

 

JAN Goes to the White House

Posted by Kim Cordingly on March 15, 2016 under Events, General Information, Organizations | Comments are off for this article

By: Sheryl Grossman, Consultant – Motor Team

February 18, 2016, will be forever etched into my brain. This was the day when approximately 130 Jewish disability rights advocates convened in the Eisenhower Executive Office Building to discuss where we as a community have been, and where we need to go.

My work at JAN is greatly informed by my Jewish tradition, where we find the work of Maimonides (Mishneh Torah, Laws of Charity, 10:7-14) who stated that “the highest level of tzedakah [righteous act, often mistranslated as charity] is helping one help themselves,” or “setting one up in business rather than providing for someone,” or more commonly, “teaching one to fish, rather than giving one a fish.”  It was important, and humbling as someone working in the field of work-related disability accommodations to see this be included in the wide array of topics seen as normal in Jewish Community.

As the day’s events unfolded, we received a great history lesson from featured speaker Judy Heumann, Special Advisor for International Disability Rights. This was enhanced by comments later in the day from Chai Feldblum, Commissioner of the Equal Employment Opportunity Commission (EEOC) who was present during the writing of the Americans with Disabilities Act (ADA) and is familiar with how the “religious exemption” (where under Title III of the ADA, religious entities are exempt from having to make their public access facilities accessible) came to be.

The main event of the day centered around four panelists discussing the future of our movement:

Dr. John Winer of the Jewish Association for Developmental Disabilities talked about making the experience of disability normalized in the community.  “People with intellectual disabilities have the right to housing, to an occupation, and to feeling like productive members of society. We need to do the right thing by being beneficent,” he said. “No individual wants to feel like they are a chesed project [charity case].”

Sheila Katz, vice president for social entrepreneurship at Hillel International stressed the need for organizations to be open and transparent about not knowing what they do not know. She shared the vision for Hillel going forward to actively engage Jewish students with a disability in an effort to ensure greater inclusion in campus life, including religious activities.

Aaron Kaufman senior legislative associate at the Jewish Federations of North America made a great point about the fact that some pieces of the inclusion puzzle do cost money, but if we prioritize inclusion, we will find a way to pay for it. This really resonated with me: building a mikveh [ritual bath] costs money, but if the community wants it to happen, we find a way to pay for it.  So too with inclusion Aaron pointed out.

Ruti Regan, co-founder of Anachnu, an organization that teaches the Torah from a disability perspective hit the nail on the head by visually demonstrating how an action has a very different connotation in different contexts that are learned behaviors in society. An example she used was that a person with a developmental disability may display a behavior of rocking back and forth – this being perceived as a “problem” or deviation from a norm. In a different context, a person in prayer might be rocking back and forth and this is perceived as devout behavior. Her point was that we need to become aware of how we prescribe meaning (good or bad) to the same behaviors based on the context.

Comments from Shane Feldman, Lauren Tuchman, and Liz Weintraub, amongst others highlighted improvements that have been made and concerns for issues that still need much attention.

All in all, it was an energizing day that I feel sure will just be a springboard for more good inclusion work to come. Many thanks to the White House staff who made this event happen:  Matt Nosanchuk and Maria Town – both from the Office of Public Engagement.

Whether You Are a Night Owl or Morning Bird, Make Sure You Are Catching Your Zzzs

Posted by Kim Cordingly on March 4, 2016 under Accommodations, Organizations | Comments are off for this article

By: Sarah Small, Consultant – Cognitive/Neurological Team

This year, The National Sleep Foundation will celebrate Sleep Awareness Week starting March 6th. The hope is to spread awareness of the importance of sleep to our health, safety, and productivity.

In theory, we know from our own firsthand experience how important sleep is to our well-being. But lately, I feel like I have been hitting the snooze button more and more. I found out recently that hitting the snooze button can actually make you feel more tired during the day. Dr. Yizhak Kupfer from the Maimonides Medical Center in New York talks about how relying on the snooze button can diminish the positive effects of a good night’s sleep.

When we first wake by the sound of the alarm, we are pulled out of REM sleep, the most restorative sleep stage. REM sleep helps us feel awake and focused for the day. When we try to catch those extra 10 minutes, our bodies start a new phase of REM sleep. Unfortunately, those extra 10 minutes don’t allow enough time to complete the cycle, and our brain can stay in it after we have finally forced ourselves to get up and out of bed. This can throw off our circadian rhythms (internal clock) and cause us to feel tired or sluggish the rest of the day. It’s time to stop hitting snooze. Easier said than done, right?

When we are young, we tend to need more sleep than we do as adults. Ever notice how upset and sometimes “cranky” little ones can get if they miss their nap? As we grow older, it is still important to make sure we get an appropriate amount of sleep for our bodies to function properly.

The National Sleep Foundation recommends the following for sleep duration based on age.

Newborns: 14 to 17 hours

Infants: 12 to 15 hours

Toddlers: 11 to 14 hours

Preschoolers: 10 to 13 hours

School-aged Children: 9 to 11 hours

Teenagers: 8 to 10 hours

Adults: 7 to 9 hours

Not receiving a sufficient amount of sleep can affect us in a variety of ways. It can cause difficulty with concentration, memory, and stamina. Lack of sleep can wreak havoc not only in our personal lives but also in our work lives. Lack of sleep can cause our productivity during the day to significantly decrease. It can sometimes cause issues on the job, especially if performance suffers as a result. For more information on how sleep can affect us at work and accommodations that may help, see http://askjan.org/media/Sleep.html.

There are certain things that can help us try to get an adequate amount of sleep each night, which in turn will help us to function properly and be productive throughout the day. One of these tips is to develop a bedtime routine. It is easy to think that bedtime routines are only a thing for children, but they can also be important for adults. Having a routine can prepare us and ease us into a restful sleep.

In addition to having a bedtime routine, the environment in which we sleep also plays a key role. The National Sleep Foundation talks about using our senses to create a sleep environment that fits our needs. They base these ideas on the five senses: touch, see, hear, smell, and taste. The following are some examples.

Touch: Getting a good night’s sleep means being comfortable. Things to consider:

  • Adjusting the temperature of the room
  • Using the right type of mattress and pillows
  • Making your bed in the morning

See: Light can affect our body’s circadian rhythms (internal clock) and disrupt our sleep patterns. Things to consider:

  • Using curtains and closing them at bedtime
  • Turning off electronics before settling into bed

Hear: As we sleep, our brains still register and process sounds on a basic level. Noise can disrupt our sleep causing us to wake or move between stages of sleep. This can also cause us to experience changes in heart rate and blood pressure. Things to consider:

  • Turning off the TV while sleeping
  • Using white noise such as a fan or other device to reduce the difference between background noise and “peak” noise, helping you to sleep better

Smell: According to the National Sleep Foundation, some smells may have an effect on our sleep. Things to consider:

  • Periodically changing sheets to ensure freshness
  • Using relaxing scents in the room. Lavender has been shown to decrease heart rate and put us into a relaxing state

Taste: What we eat and drink before bed can also affect our sleep. Things to consider:

  • Avoiding alcohol and caffeine leading up to bedtime
  • If hungry before bed, eating a light snack as opposed to a meal

You can find additional information on bedroom environment from the National Sleep Foundation here https://sleepfoundation.org/bedroom/.

Practicing healthy sleep habits can help our bodies continue to function properly, and help us stay alert and ready to tackle whatever the day throws our way. It is time to take our sleep seriously and listen to our bodies. What better time to start than National Sleep Awareness Week 2016?

References:

National Sleep Foundation

The Snooze Button- Friend or Foe Maimonides Medical Center

Why Hitting The Snooze Button Will Screw Up Your Entire Day The Huffington Post

 

 

JAN Goes to the ATIA Conference

Posted by Kim Cordingly on March 2, 2016 under Accommodations, JAN News, Organizations, Products / Technology | Comments are off for this article

By: Teresa Goddard, Lead Consultant — Sensory Team; Kelsey Lewis, Consultant — Cognitive/Neurological Team; Lisa Mathess, Senior Consultant — Motor Team

At the beginning of February, a few JAN consultants had the privilege to travel to sunny Orlando, Florida to attend the annual Assistive Technology Industry Association (ATIA) conference. All week, JAN was well represented with a booth in the exhibit hall along with consultants giving three presentations on a range of topics.

As part of the educational sessions, JAN offered a presentation titled Apps at Work: Accommodating Employees Effectively with Mobile Technology! showcasing a variety of mobile apps that could be used as part of, or as, a reasonable accommodation in the workplace. JAN talked about apps for limitations stemming from sensory, motor, cognitive, and psychiatric impairments.

JAN also gave a presentation on real-life situations and solutions from inquiries handled by our consultants regarding employees with multiple impairments and therefore various limitations. The presentation Multiple Impairments, Multiple Limitations: Accommodating Employees with Complex Needs was well received, as accommodation needs can be very complex and ever changing.

Finally, on the last day of the conference, JAN collaborated with alliance partner AbleData and presented on assistive technology options and accommodation ideas for employees with autoimmune disorders — Workplace Accommodations & AT for Individuals with Autoimmune Disorders.

The exhibit booth was visited by people from a variety of backgrounds, including educational professionals, rehabilitation professionals, students, employees with disabilities, and product manufacturers. Consultants discussed the various services offered at JAN and handed out publications and goodies to over 300 attendees.

If you’re interested in viewing the presentation PowerPoints, they are available on the JAN Website for download.

One of the things that we as JAN consultants enjoy most about attending conferences is visiting the booths of other service providers and vendors. Conference exhibit halls are a practical and hands-on way for us to keep up with the latest information on assistive technologies and disability services so that we can share up-to-date information with our consumers. This year, the ATIA exhibit hall showcased a wide variety of vendors and organizations. As usual, vendors of augmentative and alternative communication (AAC) devices and vision-related products were well represented. Due to the recent merger of Dynavox and Tobii, both of which are well known for their AAC devices and eye gaze systems, we were particularly interested to see how they would combine their product lines. We learned that the DynaWrite2.0, a speech-generating device particularly well suited to meet the needs of literate adults who need to be able to use a land line phone for work, had been discontinued. However, one of the Tobii DynaVox reps assured us that a similar product, the highly portable Lightwriter SL40 Connect, will continue to be available. The Lightwriter can be used to make mobile phone calls.

In addition to presenting for JAN, we were able to attend multiple educational sessions. One unique and entertaining session was called Music-Making = Differentiated Instruction and Unique Therapy Protocols, which featured a new [to us] product called Beamz. Beamz is a laser-based music device. It includes three prongs (shaped like a “W”) and laser beams running from each prong. Each laser acts as a different musical instrument that can be played with the stroke of a hand.

The Beamz device can link to IOS products, MAC, and PC, allowing users to view the corresponding instrument with a laser beam on the screen of their device. Users can choose among many genres, including country, hip hop, classical, and even nature sounds. In addition, users can choose to add their own musical twist to already-synced songs ranging from Beamz original compositions, to karaoke hits, and today’s latest radio jams.

Beamz is currently used in multiple settings including schools, geriatric and long-term care facilities, at home, and as a therapy/ rehabilitation tool. It is thought to improve cognition, socialization, and motivation through memory recall, improved communication, and “brain fitness.” Beamz also claims to help with fine and gross motor skills along with improving range of motion.

 

 

 

“If People With Disabilities Can Own Their Own Businesses, So Can I!”

Posted by Kim Cordingly on February 3, 2016 under Entrepreneurship / Self Employment, Organizations | Comments are off for this article

By: Sheryl Grossman, Consultant – Motor Team

February is Jewish Disability Awareness and Inclusion Month. What I find fascinating is the story of the woman behind this initiative — Shelly Thomas Christensen. I spoke with Shelly recently to discuss her experience as a parent, advocate and business woman.

Shelly identifies as a mom of a son with Asperger’s Syndrome who was not diagnosed until he was in high school. She reports feeling frustrated and angry as she advocated for him to receive services in his public school, seeing firsthand how little the professionals at his school were invested in him achieving academic success.

“I just detest people blocking others’ success,” she reflected inspiring her to turn her energy towards making a difference in this arena. Convinced she could change the way things were, she became a trained parent advocate, gaining knowledge and strength. Although her son’s experience in his synagogue school was positive because he was treated like any other student, Shelly learned this was not the case for many people in the Jewish community. This motivated her to turn her attention to a new initiative at the Jewish Family and Children’s Service of Minneapolis supporting people with disabilities in Jewish community life.

“We are not just someone’s mitzvah project,” she says. “All people deserve the respect to grow to be who they can be, including holding a job. That was the beginning,” she reflects.

While surrounded by successful business owners with disabilities, Shelly experienced her “aha” moment: “If people with disabilities can own their own businesses, so can I!” Learning from those whom she initially helped realize their potential, Shelly launched her consulting company — Inclusion Innovations. What she quickly noticed was that she was one of a handful of people representing faith communities in important disability rights spaces and decided to spread this novel idea throughout the Jewish community. She describes her business as designing, “individualized strategies and programs for faith communities ready to explore ways to shift to a more inclusive environment.” Through this work, she could help individuals with disabilities get more of what they want out of life as valued members of the Jewish community. For Shelly, helping someone get what they want and need out of their faith community naturally leads to these same individuals being seen by their fellow congregants as multifaceted individuals — employees, spouses, parents, athletes, and so much more. She emphasizes, “When we value people, anything is possible.”

 

Recognizing Learning Disabilities (LD) Awareness Month

Posted by Kim Cordingly on October 29, 2015 under Accommodations, Employers, Organizations | Comments are off for this article

By: Melanie Whetzel, Lead Consultant – Cognitive/Neurological Team

Not only is October National Disability Employment Awareness Month, but it is also Learning Disabilities Awareness Month. JAN is joining with others such as LD OnLine and the Learning Disabilities Association of America (LDA) to bring more awareness of learning disabilities and to share information about our resources.

What does the term learning disabilities really mean? Learning Disabilities refer to a number of disorders that may affect the acquisition, organization, retention, understanding or use of verbal or nonverbal information. These disorders affect learning in individuals who otherwise demonstrate at least average abilities essential for thinking and/or reasoning.

Learning disabilities result from impairments in one or more processes related to perceiving, thinking, remembering or learning. They range in severity and may interfere with the acquisition and use of oral language, reading, written language, and mathematics. Learning disabilities may also involve difficulties with organizational skills, social perception, social interaction, and understanding the perspectives of others (Learning Disabilities Association of Canada, 2015).

In 1985, President Ronald Reagan stated the following in a proclamation. It reads in part:

“Awareness of learning disabilities is one of the most important advances in education in recent years. As more and more Americans become aware, our citizens with learning disabilities will have even greater opportunity to lead full and productive lives and to make a contribution to our society.”

Read on to see how some famous individuals with learning disabilities have greatly contributed to our society. These individuals show that although learning disabilities may present challenges, they don’t limit one’s chances for success. Having a learning disability may have in fact played an important role in helping these individuals find the determination to achieve their goals. The following partial list of prominent figures with learning disabilities can surely be a source of inspiration!

From the entertainment industry: Orlando Bloom, Tom Cruise, Whoopi Goldberg, Jay Leno, Keira Knightley, Steven Spielberg, and Henry Winkler

Sports figures: Muhammed Ali, Terry Bradshaw, Magic Johnson, and Tim Tebow

Business leaders: Richard Branson, Henry Ford, Charles Schwab, and Ted Turner

Journalist and writers: Agatha Christie, Anderson Cooper, Richard Engel, and F. Scott Fitzgerald

Scientists/Inventors: Alexander Graham Bell, Thomas Edison, and Albert Einstein

Military leaders: George Patton and Winston Churchill

If you or someone you know has a learning disability and is looking for assistance in overcoming some of the difficulties that may be present in the workplace, look no further. JAN’s resources include a newly updated Accommodation and Compliance Series: Employees with Learning Disabilities, as well as Accommodation and Compliance Series: Employees with Executive Functioning Deficits for accommodation ideas. We also have information on documentation of a learning disability, organizations, and SOAR – our Searchable Online Accommodation Resource. This tool can walk you step-by-step through the accommodation process, offer accommodation ideas, and provide product information. All of these resources can be found at Accommodation Ideas for Learning Disabilities.

JAN’s consultants on the cognitive/neurological team are available to help answer your questions about the accommodation process, disclosure, and information that can help you in your specific situation. Please feel free to contact us.

Resources:

Learning Disabilities Association of Canada. (2015). Official Definition of Learning Disabilities. Retrieved October 27, 2015 from http://ldac-acta.ca.

Famous People with the Gift of Dyslexia, retrieved from http://www.dyslexia.com/famous.htm October 27, 2015.

Success Stories: Celebrities with Dyslexia, ADHD, and Dyscalculia, retrieved from   https://www.understood.org/en/learning-attention-issues/personal-stories/famous-people/success-stories-celebrities-with-dyslexia-adhd-and-dyscalculia October 27, 2015.

 

Strategies for Developing a Transgender-Inclusive Workplace

Posted by Kim Cordingly on October 14, 2015 under Accommodations, Employers, Organizations | Comments are off for this article

By: Tracie DeFreitas, Lead Consultant – ADA Specialist

Inclusion. Equality. Fairness. Respect. It’s reasonable to say that all of these words have significant meaning to everyone, particularly at work. All employees should be able to participate in, and contribute to, the progress and success of an organization by being included, by being afforded equal rights, and by being treated fairly and respectfully. However, sometimes employees feel they cannot be themselves at work and will not fully engage as part of the team if they don’t believe these basic human rights can be realized – if the workplace is not inclusive of all employees or the culture is not forward-thinking. This can be especially true for individuals who transition from one gender to another, or who identify as a different gender than what they were assigned at birth.

JAN receives inquiries from employers seeking information about ways to include transgender employees in the workplace. Transgender is a term for people whose gender identity, expression, or behavior are different from those typically associated with their assigned sex at birth (NCTE, 2015). For example, a transgender man may have been assigned female at birth, but identifies as a man. Many of the inquiries JAN receives related to transgender issues come from employers who have an employee who has been employed for some time and is known as one gender, but is transitioning to a different gender. Our discussions with employers and others often center-around supporting the employee’s transition and making modifications at work that ensure that transgender employees are able to work in a manner consistent with how they live their daily lives, based on their gender identity.

The Americans with Disabilities (ADA) does not apply to situations involving workers who are transgender because being transgender is not considered a disability under the ADA. However, more and more businesses are recognizing the need to establish policies related to accommodating transgender workers – without an established federal mandate to do so. The accommodation process can be similar to that applied to workers with disabilities. When a transgender employee makes the employer aware of his or her transition and identifies work-related needs as part of the process, it’s time to have an open dialogue with the employee to discuss the employee’s needs, work-related barriers, and solutions for overcoming those barriers. Ask how the environment or means of communication can be adapted to promote inclusion and make the effort to maintain a supportive work environment that enables the individual to be him or herself. It’s also critically important to educate human resource personnel, supervisors, and managers about respectfully discussing transgender issues with employees.

Having gender transition guidelines available for human resource personnel and supervisors and managers will prepare staff to appropriately communicate with transgender employees and manage accommodation situations. The Human Rights Campaign (HRC) offers practical information and examples of gender transition guidelines that can be adapted and implemented to promote a transgender-inclusive business. To learn more, see HRC’s Workplace Gender Transition Guidelines. For examples of guidelines implemented by national corporations, see Chevron’s Gender Transition Guidelines and Ernst & Young’s Gender Transition Guidelines.

There are many ways to support transgender workers. The following suggestions will be useful to businesses trying to promote a transgender-inclusive workplace:

  • Educate staff about what “transgender” means. A transgender person is someone whose sex assigned at birth is different from who they know they are on the inside. This includes people who have medically transitioned to align their internal knowledge of gender with their physical presentation and those who have not medically transitioned (HRC, 2015).
  • Train management staff to lead by example by treating transgender workers respectfully and fairly, and by becoming part of the individual’s support team.
  • Respect the name a transgender person is using. During the transition process, an individual will often change his or her name to align with their gender identity.
  • Use the individual’s preferred pronoun and encourage others to do so. For example, when an individual presents as female, use feminine references like she, her, hers. When a person presents as male, use masculine references like he, him, his. In uncertain cases, use the person’s first name (GLAAD, 2015).
  • Talk with the individual about ways to communicate his or her transition to others they must interact with at work – if the employee would like others to be informed. Ask if he or she wishes to inform their manager, co-workers, clients, etc. on their own, or if he or she prefers that this be done by the employer. Learn what information the employee would and would not like to share with others.
  • Remove gender-specific rules from a dress code or grooming policy.
  • Permit employees to use the restroom facilities that correspond with their gender identity. Employers may also establish single-occupancy gender-neutral (unisex) facilities or allow use of multiple-occupant, gender-neutral restroom facilities with lockable single occupant stalls. The Occupational Safety and Health Administration (OSHA) has issued transgender inclusive restroom access guidelines. For more information, go to Best Practices: A Guide to Restroom Access for Transgender Workers.
  • Allow a flexible schedule and permit the use of leave for medical procedures.
  • Discuss if there is a preference to remain in his or her current position or to consider reassignment to another position during transition.
  • Update name and gender designations for human resource and administrative records once an employee has officially transitioned. Also, update employment-related photo identification.
  • Finally, respect the individual’s privacy and allow him or her the right to be who they are.

References

National Center for Transgender Equality. (2015). Transgender Terminology. Retrieved June 19, 2015 from http://transequality.org/issues/resources/transgender-terminology

Human Rights Campaign. (2015). Reporting About Transgender People? Read This. HRC’s Brief Guide to Getting It Right. Retrieved July 31, 2015 from http://www.hrc.org/resources/entry/reporting-about-transgender-people-read-this

Human Rights Campaign. (2015). Workplace Gender Transition Guidelines. Retrieved July 17, 2015 from http://www.hrc.org/resources/entry/workplace-gender-transition-guidelines

GLAAD. (2015). GLAAD’s Tips for Allies of Transgender People. Retrieved July 31, 2015 from http://www.glaad.org/transgender/allies

Mental Health Awareness – Creating a More Inclusive Workplace

Posted by Kim Cordingly on October 9, 2015 under Accommodations, Employers, Organizations | Comments are off for this article

By Daniel Tucker, Consultant — Cognitive/Neurological Team

October 10th is World Mental Health Day. Originally celebrated in 1992 as an initiative of the World Federation for Mental Health, its objectives included raising awareness of mental health issues throughout the world; encouraging individuals to educate themselves about mental health; and searching for ways to provide greater supports. With this in mind, we wanted to draw attention to the prevalence of mental health conditions, common misconceptions, and steps employers can take to foster a supportive and inclusive work environment.

According to a National Institute of Mental Health (NIMH) survey, approximately 43.8 million adults experience some form of mental health condition in a given year. That’s 18.5 percent or nearly 1 in 5 of all adults in the U.S. It’s a common misconception that mental health impairments affect a small number of individuals. These statistics show that mental health conditions as a whole are actually relatively common.

Given these statistics and the number of individuals employed or seeking employment with mental health impairments, employers may want to consider steps they can take to raise awareness in the workplace. With October being National Disability Employment Awareness Month, it’s a good time to consider providing disability awareness training where topics relevant to mental health can be discussed. By bringing attention to the fact that mental health conditions are common, and only one part of a person’s identity, employers may help reduce the still pervasive stigma around mental illness, and make employees feel more comfortable and supported in the workplace.

In terms of disability etiquette, it’s important to know how to talk about mental health in a way that is respectful rather than offensive. For example, the terms “mental defective,” “afflicted,” “victim of,” and “sufferer of” are generally antiquated and offensive. The terms “mental health impairment” and “psychiatric impairment” are generally accepted, and individuals may have a personal preference as to what terms they prefer. Also, it’s generally better to use person first language – focusing on the person first, not the disability. For example, “an employee with bipolar disorder,” as opposed to “a bipolar employee.” When speaking with an employee that has disclosed a mental health impairment, it may be helpful to listen for the words they use to describe themselves, and to ask whether they have a preference about what terms you use.

The Employer Assistance and Resource Network (EARN) offers employers numerous resources for creating a more inclusive workplace including information on disability etiquette.

JAN also offers a wide variety of resources to support the successful employment of individuals with mental health impairments.

If you have a specific situation or question you’d like to discuss with a JAN consultant, we encourage you to contact us directly or visit AskJAN.org.

References:

Any Mental Illness (AMI) Among Adults. (n.d.). Retrieved October 7, 2015, from http://www.nimh.nih.gov/health/statistics/prevalence/any-mental-illness-ami-among-adults.shtml.

Substance Abuse and Mental Health Services Administration, Results from the 2013 National Survey on Drug Use and Health: Mental Health Findings, NSDUH Series H-49, HHS Publication No. (SMA) 14-4887. Rockville, MD: Substance Abuse and Mental Health Services Administration, 2014.

Healthcare Workers with Motor Impairments

Posted by Kim Cordingly on July 1, 2015 under Accommodations, Employers, Organizations, Products / Technology | Comments are off for this article

By: Elisabeth Simpson, Lead Consultant – Motor Team

According to the Bureau of Labor Statistics (2013), the health care and social assistance sector will account for almost a third of the projected job growth between 2012 and 2022. With 16,971,800 healthcare workers employed in the United States in 2012 (Bureau of Labor Statistics, 2013), accommodations for those with disabilities working, or planning to work in, the healthcare field is a timely topic to be discussing.

With the over ten thousand calls JAN has received related to accommodations in healthcare settings, JAN consultants can offer a wealth of experience with accommodation situations. For healthcare workers with motor impairments such as carpal tunnel, back conditions, leg impairments, or arthritis, certain job duties – tasks such as lifting, carrying, moving, transferring, standing, walking, manipulating extremities, and positioning individuals for activities of daily living or physical therapy – may be difficult to perform without accommodations.

There are a variety of accommodation options that can be implemented in order for an employee to perform the essential functions of the job. Proper lifting techniques, lowering adjustable exam tables and equipment (low-lipped showers), ergonomic layouts for equipment (cranks and handles on beds and carts) and supplies (storing items at waist height, lowering bed rails when attending to patient needs, etc.), and team lifting are beneficial work site and procedural changes.

Still, accommodation situations in healthcare settings can be tricky or complicated. When this is the case, JAN consultants might turn to other experts in the field for assistance so that those contacting us for guidance are provided with the most beneficial and accurate information. For this two part blog, I collaborated with the founder of the non-profit resource network Exceptional Nurse, Dr. Donna Carol Maheady, to discuss some of the more complex accommodation questions JAN Motor Team consultants are fielding. Seven questions were directed to Dr. Maheady. This month we will be looking at the first three questions and offering resources and information on the topic.

Questions:

1) For medical professionals with either a hand or arm amputation OR restrictions that limit the use of one hand, what are some alternative methods for giving injections? What about placing IV’s?

According to the Equal Employment Opportunity Commission (EEOC), a reasonable accommodation must be provided to enable a qualified employee with a disability to perform the essential functions of a job currently held. In general, an accommodation is any change in the work environment or in the way things are customarily done that enables an individual with a disability to enjoy equal employment opportunities.

Job restructuring may be the most effective form of accommodation for individuals who have limited or no use of one hand and are working in healthcare positions that require them to perform injections, place IV’s, etc. Job restructuring can be an adjustment in how and when a job is performed, including reallocating or eliminating marginal functions of a job. However, the EEOC has indicated that an employer is not required to reallocate essential functions of a job as a reasonable accommodation. Although an employer is not required to reallocate essential job functions, it may be a reasonable accommodation to modify the essential functions of a job by changing when or how they are done.

While there may be a common or typical way a job function is performed by healthcare workers, such as placing an IV, an individual with a disability should be given the option to perform the same job task in a manner that works best for them while keeping patient care and safety in mind. Time to practice clinical skills or tasks may be needed as part of the accommodation.

A number of videos and articles are offered as an additional resource to support the work of those with motor impairments in healthcare settings:

Videos

Foreign object removal with prosthesis

Adult CPR with prosthesis

Nursing with the hand you are given

Disabled Nurse: Focus on abilities

Danielle’s story (nurse missing her lower arm)

A sequence of photos demonstrating the donning of sterile gloves with one hand can be found within the article: “Nursing with the Hand You Are Given

Articles and Book Chapters

In the book Leave No Nurse Behind: Nurses Working with Disabilities by Donna Maheady, Susan Fleming (nurse born missing her left hand) wrote a chapter about her journey.

In the book The Exceptional Nurse: Tales from the Trenches of Truly Resilient Nurses Working with Disabilities, edited by Donna Maheady, Connie Stallone Adleman wrote a chapter called “Loving Ourselves Exactly as We Are: Nursing after a Stroke.”

In the article “Missing a Limb but Not a Heart,” Carey Amsden, RN, discussed how she practiced performing certain job tasks with the use of one arm, such as starting an IV, and donning a sterile glove in nursing school and has been able to successfully work in the field of nursing.

2) For medical professionals who need to wear a brace or post-burn glove, how can concerns around sterility be addressed?

An employer may require as a qualification standard that an individual not pose a “direct threat” to the health or safety of the individual or others, if this standard is applied to all applicants for a particular job. Additionally, employers may comply with medical and safety requirements established under other Federal laws without violating the ADA.

However, an employer still has an obligation to consider whether there is a reasonable accommodation, consistent with the requirements of other Federal laws, which would not exclude individuals who can perform jobs safely. In situations where sterility is a concern, alternatives to standard practices should be explored with the individual.

One option could be for the employee to wear a sterile glove (perhaps a larger size), gown or drape over the brace or glove. In doing this, sterility would be addressed to the same standard that others would be held to.

It is also recommended that the Infection Control Department or designee be consulted. There may be specific infection control issues related to a particular facility or unit to consider.

3) Are there alternatives to taking a leave of absence during flu season for medical professionals who are not able to receive the flu vaccine?

Flu season, in some areas, can last a while and a leave of absence may not be feasible or could pose an undue hardship to the employer. Alternative options for accommodating those who are not able to receive the flu vaccine can include: allowing the employee to wearing a mask or protective gear, reassigning the employee to a position that does not require direct-patient contact, considering flu shot alternatives, modifying a policy if applicable and depending on state law, or allowing an extended leave and offering reassignment to a vacant position upon return. For more information, see the following article: “Vaccinating the Health-Care Workforce: State Law vs Institutional Requirements.”

Next month we will be exploring schedule modifications and specific work tasks, so stay tuned!

Resources:

Monthly Labor Review (2013). Bureau of Labor Statistics. Retrieved from http://www.bls.gov/opub/mlr/2013/article/industry-employment-and-output-projections-to-2022-1.htm

“But you don’t look sick…”

Posted by Kim Cordingly on June 5, 2015 under Accommodations, General Information, Organizations | Read the First Comment

 

It’s late spring and with that comes many things: warmer weather, rain showers, flowers (and with them the pollen), Mother’s Day, Memorial Day, and a personal favorite of mine, the Indianapolis 500. But it also brings with it awareness — awareness of different disabilities — such as National Fibromyalgia Awareness Day; Better Speech and Hearing Month; Mental Health Awareness Month; National Headache Awareness Week; and National Arthritis Month. As I think about all of this and observed all of the various posts about it on social media, it brings to mind how many of my friends and family (myself included) deal with silent disabilities on a daily basis and how many people out there are unaware that silent disabilities exist.

There are many individuals who have silent disabilities and hearing these words uttered can be hurtful. Many people do not realize that it can be a daily struggle for some just to get out of bed, take a deep breath, put on their shoes, walk the dog, etc. It can be difficult to do the most mundane of everyday tasks that most people take for granted.

So, the next time you see someone park in an accessible parking spot or use one of the scooters at the store, please try not to judge them. You just never know — they may be dealing with a hidden disability and could probably use a kind word or a smile.

And while many struggle daily to deal with their disabilities, they often do not let it stop them from working and doing what they want to and can do. Here are some famous people with disabilities who never let their disabilities define them or stop them:

Charlie Kimball – The first and only licensed Indy Car driver with Type I Diabetes -3rd place finish in the 2015 Indianapolis 500!

Muhammad Ali – Professional boxer with Parkinson’s

Abraham Lincoln –16th President of the United States believed to have experienced depression

Mary Todd Lincoln – Former First Lady of the United States who was believed to have had schizophrenia

Woodrow Wilson – 28th President of the United States who had dyslexia

John F. Kennedy – 35th President of the United States who had asthma

Ronald Regan – 40th President of the United States and actor who had dementia

Michael J. Fox – Actor with Parkinson’s disease

Harrison Ford – Actor who has experienced depression and OCD

Bob Hope – Actor who had asthma

Rita Hayworth – Actress who had dementia

Agatha Christie – Author who experienced epilepsy

Alexander Graham Bell – Scientist credited with being the inventor of the first telephone who had dyslexia

Albert Einstein – Theoretical physicist was thought to have autism, dyslexia, and obsessive compulsive disorder (OCD)

John Nash – Mathematician who lived with schizophrenia

(And the list goes on…)

For more information on silent/hidden disabilities:

Job Accommodation Network (JAN) – A to Z of Disabilities and Accommodations (Includes workplace accommodation information for many of the disabilities mentioned)

JAN Presentation – Shedding Light on Hidden Disabilities
Anne Hirsh, M.S. and Beth Loy, Ph.D.

Invisible Disabilities Association

But You LOOK Good – How to Encourage and Understand People Living with Illness and Pain