The Job Accommodation Network (JAN) is a service of the U.S. Department of Labor Office of Disability Employment Policy. They provide assistance to employers and employees in resolving accommodation issues.
The follow statistics come from a study they conducted:
When asked if accommodations made based on JAN information were effective:
- 24% said extremely effective
- 58% said very effective
- 12% said minimally effective
- 6% said not effective at all
When asked the cost of accommodation made:
- 20% said no cost
- 51% said between $1 and $500
- 11% said betwee$501 and $1,000
- 3% said between$1,001 and $1,500
- 3% said between $1,501 and $2,000
- 8% said between $2,001 and $5,000
- 4% said greater than $5,000
When asked about benefits the company realized because they made the accommodations:
- 56% said it allowed them to hire or retain a qualified employee
- 31% said it eliminated the cost of training a new employee
- 38% said it saved workers compensation and/or other insurance costs.
- 54% said it increased the worker's productivity.
NOTE: Percentages add up to more than 100% because respondents could choose more than one benefit.
When asked how much money the company saved because of the identified benefits:
- 4% said no value
- 22% said they saved between $1 and $2,500
- 15% said they saved between $2,501 and $5,000
- 6% said they saved between $5,001 and $7,500
- 9% said they saved between $7,501 and $10,000
- 9% said they saved between $10,001 and $15,000
- 8% said they saved between $15,001 and $20,000
- 20% said they saved between $20,001 and $50,000
- 5% said they saved between $50,001 and $100,000
- 2% said they saved over $100,000
Back to Top | Workers with Disabilities
Cognitive Disabilities (Brain injuries, Mental Retardation, etc,)
Possible accommodations include:
-
Altering communication
- Using concrete, not abstract language
- Receiving directives and feedback in written form
- Repeat information as needed; may post reminders at work station, or use tape recorded reminder of job tasks
- Provide information in small increments; discuss to ensure they understand
- Allow time for individual to process new information
- Communicate in environment with minimal distractions
- Be sure all persons with whom the person comes in contact have good communication skills
- More frequent feedback and/or performance appraisals
- Job coaches and/or mentors/natural support
Mental Illness:
Possible accommodations include:
- Finding employment that the person's medication side effects will not adversely affect (can cause drowsiness, sedation, poor motor control, etc., which can decrease performance or cause injury on/around machinery)
- Flexible schedules to allow the person to attend counseling sessions or to have lab work performed
- Reduce environmental stressors (noise, distractions)
- Time and a quiet space at work in which to utilize stress reduction/relaxation techniques
- Some persons may need a more structured work environment, or work that is not chaotic in nature; others may perform better in jobs with fewer interactions with coworkers and/or customers
- May require assistance with medication compliance on the job
Other: (Cancers, Cardiovascular Diseases, Endocrine Disorders, Gastrointestinal Disorders, Immune System and Blood Disorders, Muscular-Skeletal and Connective Tissue Disorders, Nervous System Diseases, Renal Disorders, Respiratory Diseases)
Possible accommodations include:
-
Flexible work schedule
- Some people need extra time to get ready for work
- Some do not have endurance to work an 8-hour day
- Regular meal schedules for persons with insulin-dependent diabetes
- Flexibility with absenteeism due to exacerbations or hospitalizations
- Frequent breaks/rest periods throughout the day (while at work, while driving long periods, etc.)
-
Equipment/Devices
- Ergonomic equipment (i.e., special chair, wrist savers or alternate input devices for computer tasks, back-savers, etc.)
- Brighter lighting to cut down on accidents
- Voice dictation software
- Elevated or slanted desk, and/or document holders
- Floor mats to reduce stress on joints
- Pull-out shelving
- Lever-type door handles
-
Arrangement of environment
- Placing items where person does not have to reach or bend
- Raising computer monitor to eye level to avoid neck and/or eye strain
- Reduce clutter in walkways
- Promotion/transfer to light duty position (i.e., for person with severe limitations of physical demands like lifting, carrying, etc.)
- Structured activity levels (i.e., for persons with diabetes, so they can balance activity, food, and insulin)
-
Time and quiet/private space
- In which to utilize stress reduction/relaxation techniques
- In which to perform monitoring and/or treatment activities due to disability (i.e., to check
glucose level and administer insulin/eat snack)
- In which to store medical/treatment supplies (i.e., refrigerator for storing insulin, and storage for
syringes, glucose monitor/supplies, and snacks)
-
Jobs restructuring
- Avoid dangerous situations which could be harmful/life-threatening to individual (i.e., for persons with hemophilia)
- Avoid extremes in temperature (i.e., can place extra burden on heart)
- Avoid exposure to chemicals, molds, or smells
- Avoid excessive walking or standing
- Avoid sunlight (Lupus)
- Alternate tasks (i.e., if carpal tunnel, mix manual and non-manual tasks)
- If person uses mobility aid, such as crutches or walker (cannot carry large or bulky items)
- Avoid heights (vertigo or other conditions causing dizziness or loss of/poor coordination)
-
Job-sharing
- (i.e., for person requiring dialysis three times per week, or cannot work a full work week/day)
Substance-Related Disorder:
Possible accommodations include:
- May require a different job or job setting than the one which precipitated the substance use/abuse
- May require a job in which a criminal conviction is not an issue
- May require a job in which having a driver's license is not a requirement
- Job coach or mentor/natural support for social skills and/or hygiene/grooming issues
- May require other accommodations for cognitive or physical disabilities/deficits acquired from substance-related issues (i.e., from Korsafoff's Syndrome, cirrhosis, traumatic brain injury from auto accident, etc.)
- Job restructuring
When working on accommodations, REMEMBER:
- Ask the person--- he or she may already know what will work.
- More expensive is not necessarily better.
- Complicated devices may not be used.
- MAKE THE PROCESS CREATIVE AND FUN!
Back to Top | Workers with Disabilities
- Q. What is sign language interpreting?
- A. Sign language interpreting is the process of transmitting spoken English in American Sign Language and/or gestures, and the reverse, for communications between deaf and hearing people.
- Q. What does a sign language interpreter do?
- A. A sign language interpreter acts as an intermediary in a communication-related situation so that deaf and hearing participants involved have access to the same input and output or can take advantage of the same resources. Sign language interpreters interpret vocalized English into sign form, transmit all auditory input into visual form, and translate the sign form into spoken English.
- Q. In what settings do sign language interpreters generally work?
- A. There are a number of settings that call for interpreters: educational, vocational and legal settings; mental health, rehabilitation or social services; religious settings; television and artistic performances; and business, industry and government settings.
- Q. How can consumers locate sign language interpreters?
- A. Consumers can find sign language interpreters by contacting an interpreter referral agency, often listed in the telephone book. In addition, consumers can contact the Registry of Interpreters for the Deaf at (301) 608-0050 V/TTY for a state-by-state listing of interpreter referral agencies.
- Q. What information do I need to give an interpreter when I hire her/him?
- A. The following information is very helpful to an interpreter when contracted for an assignment: date, time and location and duration of the assignment; the number of deaf, hard of hearing and hearing participants; type of assignment, i.e. meeting, medical appointment, educational setting, etc.; name and phone number of a contact person; languages modalities preferred by the deaf or hard of hearing person; and payment procedures.
- Q. How can I most effectively use interpreter services?
-
A. There are several factors to consider to best use an interpreter's services:
- Placement of interpreter-Make sure there is an unobstructed view.
- Lighting-Must be sufficient and the background behind the interpreter should be a solid color, preferably dark.
- Be aware of the guidelines of interaction-Hearing consumers should direct all conversation to the person who is deaf or hard of hearing. The interpreter is not part of the conversation and is not permitted to voice personal opinions or enter the conversation.
- The interpreter will be a few words behind the speaker; it is important to wait until the interpreter is finished so that deaf people can participate in the conversation or ask questions.
- Q. What factors should I consider when hiring interpreters?
- A. When hiring an interpreter, it is important to discuss fees, schedule breaks, and if the meeting is expected to last for more than two hours, two interpreters should be hired to work on a rotating basis.
During a conversation, only one TTY at a time can send signals over a telephone line. You and the person you talk to need to take turns typing. The abbreviations GA, Q and SK are important signs to follow in a TTY conversation.
"GA" means GO AHEAD. Type "GA" when you want the other person to start typing. When you read GA, wait a few seconds to make sure the other person has stopped typing and then start typing.
"Q" is the same as a QUESTION MARK (?). When you ask a question, you can type Q instead of a question mark.
"SK means STOP KEYING. Type SK when you want to end your conversation. If you read an SK and you are finished talking, type SKSK, indicating that you are hanging up. When both you and the person you are talking to have typed SK, your conversation is finished and you can turn your TTY off.
"GA or SK" is a short way to say, "Do you have anything else to say? I'm done." When you read GA or SK you can type another message or finish.
If you make a typo, don't freak out. If the sentence is understandable, just keep going. If you need to you can say you're starting over and start again.
Back to Top | Workers with Disabilities