Seizure Activity

Calendars and planners that can be used for keeping track of deadlines and other important information.

Designating responders can be a solution that will expedite care for the person having a seizure as well as reduce the fear, confusion, and panic that often occurs in a situation where a co-worker has a seizure at work.  One responder can be designated to call 911 if necessary, or a spouse or another contact person while a second responder keeps watch over the employee.

Disability awareness/etiquette trainings are designed to enhance employees’ awareness on the different ways that individuals with disabilities communicate, move about, tolerate changes and interactions, and view the world around them. This can help increase employees’ sense of confidence and tolerance when interacting with their coworkers who have disabilities. For more information on disability etiquette, please see JAN's A to Z: Disability Etiquette.

Electronic organizers are electronic devices, such as PDA's, that allow an individual to download important information such as names, phone numbers, email address and dates. They might have alarms/cues that will remind the individual of datelines, meetings, and so on.

Fall protection products can include roof anchors, helmets, harnesses, lanyards, lifelines, and rescue hoists. Fall protection products are generally durable, comfortable and meet OSHA and ANSI standards.

Employees who experience limitations in concentration may need a flexible schedule in order to work optimally during hours of increased attentiveness. Flexible schedules can also be used to have a period of mental rest in order to refocus and reorient into his/her work. Examples of a flexible schedule would be adjusting starting and ending times of the workday, combining regularly scheduled breaks to create one extended break or dividing large breaks into smaller segments, and allowing work to be completed during hours when the employee is most mentally alert.

Job restructuring is a form of reasonable accommodation which enables many qualified individuals with disabilities to perform jobs effectively. Job restructuring as a reasonable accommodation may involve reallocating or redistributing the marginal functions of a job. However, an employer is not required to reallocate essential functions of a job as a reasonable accommodation. Essential functions, by definition, are those that a qualified individual must perform, with or without an accommodation. An employer may exchange marginal functions of a job that cannot be performed by a person with a disability for marginal job functions performed by one or more other employees. 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.

Some employees can benefit from taking their breaks at a different rate than what may be considered standard by their employer to accomodate certain conditions, symptoms and habits they have in order to perform their job at their optimal level.

People with various limitations, including those with epilepsy and migraines, may have seizures or headaches due to light sensitivity, which can be exacerbated by light sources such as computer screens or fluorescent lights. Learn more about photosensitivity and accommodations that may be helpful: Photosensitivity.

Soft, protective padding used to cover posts, signs, walls and other surfaces to protect from injury.

In the event that a seizure does occur in the workplace, it is wise to be prepared. Preparation begins with a plan of action. Being prepared and knowing what to expect as well as what to do can reduce the fear, confusion, and panic that often occurs in a situation where a co-worker has a seizure at work. For more information on plans of action, see JAN's A to Z by Topic: Sample Forms.

Common policy modification accommodations include modifications to leave, no-animal, dress code, and fragrance policies. For example, an attendance policy can be modified so that the absences related to seizures will not count against the employee.

Protective eyewear includes safety glasses and/or goggles.

An individual may need space to rest, take medication, or perform hygiene associated with activities of daily living. An area reserved as a rest area or private space could be a reasonable accommodation. For example, during or after a seizure, people with epilepsy may exhibit behaviors such as crying, drooling, spitting, or urinating. As a result, the person may need time following a seizure to engage in activities of daily living such as grooming and changing clothes.

Rolling safety ladders are less steep than regular ladders, therefore, easier to climb; other features include handrails and locking casters.

Telework, within certain fields, can be an excellent alternative for employees who have conditions that make it difficult for them to leave their home or reliably travel to a place of work. Employers should consider if a job can be made compatible with telework for their employees and communicate their expectations and requirement for the job to be performed out of home. Allowing work from home during worksite or office construction; extremely hot, cold, or inclement weather; or parking renovations could be a reasonable accommodation.

Watches and other devices with programmable alarms and timer programs.

People with various limitations may have driving restrictions and need transportation assistance. Such assistance could include pairing the employee with a co-worker who can drive to meetings or events, transferring the employee to a position that does not require driving, adjusting the schedule so the employee can access public transportation, or helping to  facilitate a carpool with co-workers for transportation to/from work.  Some situations may be specific to the disability involved. For example, someone with epilepsy may need look at specific information about a state's regulations involving driving with epilepsy. This type of information can be found here: http://www.epilepsyfoundation.org/living/wellness/transportation/drivinglaws.cfm

Voice recording and playback devices can be used to create reminders and take notes. For example, due to difficulties with memory associated with a seizure disorder or from medications taken, an employee might benefit from the use of a voice recorder that would enable verbal directions / instructions to be recorded.  This would enable the employee to listen repeatedly and over an extended period of time if needed.

Universal precautions should be taken to ensure safety in the workplace (Keep aisles clear of clutter, Provide a quick, unobstructed exit, Post clearly marked directions for exits, fire doors, etc.

Some individuals benefit from having directions and other instructions provided in writing. Example of this would include communicating through email when possible, providing transcripts of meetings, using agendas for trainings, and having checklists for tasks that need completed.