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.

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Index

1. JAN Conference
2. Students with Psychiatric Impairments
3. Accommodating Workers with Neck Injuries
4. The Magic Wand Keyboard
5. Costs and Benefits of Providing Workplace Accommodations
6. JAN Exhibit and Training Schedule
7. Contact JAN

1. JAN Conference 2007

JAN Conference 2007 has an information-packed schedule with three concurrent session tracks, nationally recognized keynote speakers, exhibits which include a high tech demonstration room, and a range of CEUs. In this two day event, you will meet EEOC experts, employers, and JAN staff to learn strategies that facilitate cost-effective accommodations and comply with federal non-discrimination laws.

Featured speakers include Leslie Milk, Lifestyle Editor, Washingtonian Magazine; Ronald W. Drach, Director, Government and Legislative Affairs, Veterans’ Employment and Training Service, U.S. Department of Labor; Michael Stein, Cabell Research Professor of Law- William & Mary; and Karen Czarnecki, Acting Assistant Secretary of the DOL’s Office of Disability Employment Policy.

The Conference will be held at the Hyatt Regency Crystal City in Arlington, VA--near Washington Reagan National Airport on Monday, August 6th and Tuesday, August 7th.

Registration is limited to 300, so please register early. For full information on the Conference and registration, please visit http://conference.jan.wvu.edu/

2. Students with Psychiatric Impairments

Here at JAN, we provide a variety of services that promote the employability of people with disabilities. Most often, that means offering specific job accommodation information to help a person with a disability perform job duties. Sometimes however, it means offering accommodation information for people with disabilities in other settings, like vocational training or higher education.

JAN has long been a friend to ADA coordinators and disability service providers at college campuses across the nation. Their job is to coordinate accommodations for students with disabilities so they may equally participate in (and benefit from) every aspect of an educational program, including instructional delivery, tests and assessment, co-curricular activities, and the utilization of campus facilities and services.

Did you know that the fastest growing college student population is students with disabilities? Approximately 11 percent of college students have disabilities such as Learning Disabilities, orthopedic, sensory, and psychiatric impairments (NCES, 2006). In fact, there are more students with documented disabilities in higher education than ever before.

Thus, JAN found it timely and necessary to create a new addition to our Accommodation and Compliance Series - specific to accommodating students with disabilities. The first in this series addresses the needs of students with psychiatric disabilities. It’s on our Web site at: http://www.jan.wvu.edu/media/HiEdStudentsPsych.html. This discusses common types of psychiatric disabilities, applicable disability laws, and accommodations for limitations such as time management and maintaining concentration. In addition, it covers current events such as recent court decisions, and the tragic shootings at Virginia Tech, and it provides reputable resources for emergency preparedness and disability awareness on campus.

We hope you find it valuable and useful. If you have specific questions about accommodating students with psychiatric disabilities, please contact JAN at 800-526-7234, 877-781-9403 (TTY), or E-mail the authors of the new article, Suzanne Gosden Kitchen

- Suzanne Gosden Kitchen

3. Accommodating Workers with Neck Injuries

The Bureau of Labor Statistics reports there are 30,889 lost work days from on the-job-injuries involving the neck. Couple this statistic with the number of neck injuries involving off-the-job incidents and there is a clear need to accommodate limitations resulting from neck impairments.

When considering accommodations for people with neck impairments, the accommodation process must be conducted on a case-by-case basis. Limitations from a neck injury can include lifting, sitting, bending, walking, and standing. Individuals with neck injuries may or may not have spinal cord injury.

When determining effective accommodations, the person's individual abilities and limitations should be considered and problematic job tasks must be identified. Therefore, the person with a neck impairment should be involved in the accommodation process.

The degree of limitation will vary among individuals. Be aware that not all people with neck injuries will need accommodations to perform their jobs and many others may only need a few accommodations such as the ones listed below. The following is only a sample of the possibilities available. Numerous other accommodation solutions may exist.

Activities of Daily Living:

• Allow use of a personal attendant at work
• Allow use of a service animal at work
• Make sure the facility is accessible
• Move workstation closer to the restroom
• Allow longer breaks
• Refer to appropriate community services

Fatigue/Weakness:

• Reduce or eliminate physical exertion and workplace stress
• Schedule periodic rest breaks away from the workstation
• Allow a flexible work schedule and flexible use of leave time
• Allow work from home
• Implement ergonomic workstation design with forearm supports, foot and head support, articulating keyboard trays, headsets, and monitor risers. For additional information, see JAN’s Ergonomics in the Workplace: A Resource Guide.

Gross Motor Impairment:

• Provide compact lifting equipment to lift and carry materials
• Provide ergonomic chair for seated work
• Provide an accessible entrance
• Install automatic door openers
• Provide an accessible restroom and break room
• Move workstation close to other work areas, office equipment, and break rooms
• Make sure materials and equipment are within reach range

Contact a Job Accommodation Network consultant for detailed accommodation suggestions.

- John Greer

4. The Magic Wand Keyboard

The Magic Wand Keyboard is a unique data entry product for people who have limited use of their upper extremities. It is designed to be used with a minimum of hand movement and little force. This miniature keyboard (measuring only 7" x 6") can be operated by slight hand or head movement and has a built-in mouse that is capable of any mouse function.

This keyboard is designed to be used with a light touch of the hand-held wand or mouthstick. Zero pressure is required, just touch the keys with the wand. If one has difficulty holding the wand for prolonged periods, then the use of grasping cuffs or typing/writing aids could aid in actually grasping the wand.

No training or special installation required. It works with any software on any operating system. The product is useful for people who have arthritis, spinal cord injuries, muscular dystrophy, multiple sclerosis, and cumulative traumas such as carpal tunnel syndrome and tendonitis.

For more information, contact the manufacturer, In Touch Systems, at http://www.magicwandkeyboard.com or call (800) 332-6244.

For product information on grasping cuffs, typing and writing aids, visit the following links:

• Typing/Keyboarding Aids: http://www.jan.wvu.edu/cgi-win/OrgQuery.exe?Sol255
• Writing Aids: http://www.universalc.com/writing_aids.html
• Wanchik Pen Holder: http://www.activeforever.com/ps-205-15-wanchik-writer-for-arthritis-relief.aspx
• Wanchik Pen Holder #2: http://www.activeforever.com/ps-206-15-wanchiks-writer-number-2.aspx
• Klick Pencil Holder: http://www.sammonspreston.com/Supply/Product.asp?Leaf_Id=6058
• Slip-On Pen holder: http://www.sammonspreston.com/Supply/Product.asp?Leaf_Id=409201

- Eddie Whidden

5. Costs and Benefits of Providing Workplace Accommodations

The results of an on-going study of employers who have contacted JAN indicate employer opinions of the costs and benefits of making workplace accommodations. Over 500 employers have participated in telephone interviews about the outcomes of their call to JAN.

Employers who ultimately made an accommodation, reported that about half of the accommodations needed by employees had no cost, and that the typical cost for purchased accommodations was about $500.

They reported the benefits of making accommodations as retaining qualified employees, eliminating the costs of training a new employee, improving worker attendance, expanding company diversity, and increasing worker productivity.

The employers also noted the effectiveness of the accommodations with over 75% reporting that accommodations were either “very effective” or “extremely effective.” When asked to compare the worker’s ability with and without accommodation, the employers rated worker ability as significantly higher after implementing the accommodation.

The employers also noted “indirect” benefits of making accommodations. These benefits include increased company productivity, improved morale, enhanced interactions with both co-workers and customers, and a higher level of workplace safety.

Overall, the results indicate the costs of most accommodations are low and that making accommodations for workers with disabilities yields substantial direct and indirect benefits to employers.

Additonal information is available in the JAN Fact Sheet, "Workplace Accommodations: Low Cost, High Impact."

- Denetta Dowler

6. JAN Exhibit and Training Schedule

JAN on the Road provides updated information on JAN Training Opportunities.

7. Contact JAN

E-mail: jan@jan.wvu.edu

JAN Web site: http://www.jan.wvu.edu

Call JAN: 800-526-7234 (Voice), 877-781-9403 (TTY), 304-293-5407 (Fax)

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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 (#J-9-M-2-0022). 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.