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JAN E-News

Volume 1, Issue 1, First Quarter, 2003

JAN E-News is the quarterly newsletter of the Job Accommodation Network. JAN is a service of the U.S. Department of Labor's Office of Disability Employment Policy. This newsletter will help keep you informed of new work site accommodation tools and techniques, changes at JAN, and other issues important to improving employment opportunities for people with disabilities.

Disclaimer: This document does not represent a statement of policy by the U.S. Department of Labor.

Please use the links at the end of this document to subscribe, unsubscribe, and contact us.

Index

Five Steps to Choosing Assistive Technology (AT) as an Accommodation for Individuals who are Blind or Visually Impaired

  1. When determining what assistive technology (AT) will be needed as a job accommodation for an individual who is blind or visually impaired, consider using the following five step process:
  2. Define the situation by determining the job tasks and the individual's functional limitations (e.g., difficulty viewing a computer screen).
  3. Consult with and explore resources such as your State Vocational Rehabilitation Agency and JAN's Searchable Online Accommodation Resource. You also should consider the individual with the disability as an essential resource in the accommodation process.
  4. Choose the AT by making an informed decision based on explored resources.
  5. Implement AT accommodation(s) and determine if training is necessary.
  6. Monitor accommodations to ensure the AT is effective and working properly.

For the complete AT as an Accommodation article go to http://www.jan.wvu.edu/media/fivestepsfact.doc and for more information regarding assistive technology for individuals who are blind or visually impaired, contact JAN's expert consultants at 1-800-526-7234 (Voice/TTY) or go to JAN's Searchable Online Accommodation Resource (http://www.jan.wvu.edu/soar/index.htm). Other available resources include your State Vocational Rehabilitation Agency at http://janweb.icdi.wvu.edu/sbses/VOCREHAB.HTM.

  • Mandy J. Gamble, M.S., M.B.A., JAN Human Factors Consultant

Arm Prostheses

New technologies in arm/hand prostheses allow greater functional use, user comfort, and natural-looking appearances than in the past. Batteries, microcomputers, circuitry, lightweight materials, and other advances have improved the usefulness of these prosthetics for people who have arm/hand amputations. Older technology relied on hook and other limited terminals.

Today arm prosthetics include grippers and holders for tools and other implements such as carpentry and mechanic tools, as well as aids for daily living such as eating utensils and outdoor recreation devices. Durable, natural looking hand covers provide an attractive appearance and improved functionality.

For more information on arm prostheses, check out the following websites:
JAN's Web page on arm prostheses at http://www.jan.wvu.edu/cgi-win/OrgQuery.exe?Sol518
The Amputee Coalition of America at http://www.amputee-coalition.org
The Prosthetics Research Laboratory of Northwestern University at http://www.repoc.nwu.edu

or call JAN's hotline at 1-800-526-7234 (Voice/TTY).

  • Eddie Whidden, M.A., JAN Human Factors Consultant

Hidden Disabilities

People sometimes have impairments that are not obvious. Epilepsy, dyslexia, and depression are just a few examples of common hidden conditions. Because coverage under the ADA is on a case-by-case basis, a person with a hidden impairment does not automatically qualify as having a disability under the ADA. The Equal Employment Opportunity Commission (EEOC) discusses the criteria in its 1992 document and addendum.

Under the ADA, an individual with a disability is a person who has:

  1. a physical or mental impairment that substantially limits one or more major life activities;
  2. a record of such an impairment; or
  3. is regarded as having such an impairment. (Section 2.2)

When a person has a hidden disability, this does not necessarily mean an accommodation is needed. For instance, a sales representative who has a learning disability might have excellent customer service skills and exceed the employer's sales expectations. Because of this, the employee decides not to request any accommodations because currently none are needed to perform the job effectively.

The EEOC manual also states, "If a job applicant or employee has a hidden disability--one that is not obvious--it is up to that individual to make the need for an accommodation known" (Section 3.6). If the need for accommodation does arise, disability awareness and reasonable medical documentation can help facilitate the process. Reasonable accommodation is addressed in the EEOC enforcement guidance on reasonable accommodation and undue hardship (October, 2002).

When the employer and the employee with a disability agree to seek an effective accommodation, making a good faith effort to work together can foster understanding and dispel misperceptions about hidden disabilities.

The document "A Technical Assistance Manual on the Employment Provisions (Title I) of the Americans with Disabilities Act." may be accessed at http://www.jan.wvu.edu/links/ADAtam1.html) and the addendum is available at http://www.eeoc.gov/docs/adamanual_add.html. The EEOC enforcement guidance "Reasonable Accommodation and Undue Hardship Under the Americans with Disabilities Act" may be accessed at http://www.eeoc.gov/docs/accommodation.html. For further information on disability awareness go to http://www.jan.wvu.edu/links/disres.htm#DisAware, for further information on medical documentation go to http://www.eeoc.gov/ada/adahandbook.html#medical, and for further information on accommodating individuals with hidden disabilities, contact JAN's toll-free hotline at 1-800-526-7234 (Voice/TTY).

  • Carmen Fullmer, M.S., JAN Human Factors Consultant

The Small Business and Self-Employment Service

The Small Business and Self-Employment Service (SBSES) is a program of the Job Accommodation Network which provides comprehensive information, counseling, and referrals about self-employment and small business ownership opportunities for people with disabilities. The SBSES Web site provides an extensive, yet selective, database of resources addressing both disability-related and self-employment issues.

Those who regularly use SBSES services include:

  • Individuals with disabilities who are interested in exploring self-employment and small business development options.
  • Service providers working with consumers who are interested in exploring self-employment.
  • Friends and family members of someone who is interested in becoming self-employed.

SBSES consultants bring a wide range of experience and expertise to this program. They assist consumers in exploring self-employment options by providing consultation and resources related to business planning, marketing research, potential funding sources, Social Security work incentives, credit repair strategies, microenterprise development, and many other issues.

The SBSES team includes Mike Smith and Kim Cordingly. Mr. Smith has a Bachelor's degree in Social Work and a Master's degree in Rehabilitation Counseling and Vocational Evaluation. Mike has extensive experience with Social Security Administration (SSA) entitlement programs and state vocational rehabilitation services. Ms. Cordingly has her Master's degree in Education and is currently a doctoral candidate in social and economic geography focusing on issues of disability, microenterprise development, and the impact of technological changes on home-based work environments.

To obtain more information about self-employment options for persons with disabilities, contact the Small Business and Self-Employment Services by calling JAN's hotline at 1-800-526-7234 (Voice/TTY) or by accessing their Web site at http://janweb.icdi.wvu.edu/sbses/

  • Kim Cordingly, M.A., SBSES Consultant

Contact JAN

E-mail: jan@jan.icdi.wvu.edu

JAN Web site: www.jan.wvu.edu

Small Business and Self-Employment Service: http://www.jan.wvu.edu/sbses/

Call JAN: 1-800-526-7234 (Voice/TTY), 304-293-5407 (Fax)

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