| JAN - the Job Accommodation Network is,
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| | describes a "qualified individual with
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| without doubt, the absolute best resource
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| | disabilities":"A qualified individual
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| and link for anyone who is disabled, who
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| | with a disability is a person who meets
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| is facing becoming disabled, and who is
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| | legitimate skill, experience, education,
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| still working! The purposes of this
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| | or other requirements of an employment
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| article are:to describe what this
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| | position that s/he holds or seeks, and
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| Resource is;to give you an example of
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| | who can perform the "essential functions"
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| what types of information it can provide
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| | of the position with or without
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| for you;to give you an example (from my
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| | reasonable accommodation. Requiring the
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| own experience) of how you can trigger
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| | ability to perform "essential" functions
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| the ADA (Americans with Disability Act)
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| | assures that an individual with a
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| to continue working as your company
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| | disability will not be considered
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| provides you with "reasonable
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| | unqualified simply because of inability
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| accommodations";and,
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| | to perform marginal or incidental job
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| to give you a link to this very valuable
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| | functions. If the individual is qualified
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| website.OK, let's say that you have just
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| | to perform essential job functions except
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| been told by your Neurologist that the
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| | for limitations caused by a disability,
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| series of conditions that have been
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| | the employer must consider whether the
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| making you miserable for over the past 35
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| | individual could perform these functions
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| years really are the result of Multiple
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| | with a reasonable accommodation. If a
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| Sclerosis (MS). My first reaction was, OH
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| | written job description has been prepared
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| DARN!!!At this point in time, I was
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| | in advance of advertising or interviewing
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| struggling to keep 2 kids in college, and
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| | applicants for a job, this will be
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| was working in the best job that I had
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| | considered as evidence, although not
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| ever had! I was the Vice President of
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| | conclusive evidence, of the essential
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| Human Resources for a Ship Repair Yard.
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| | functions of the job."Next step, get a
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| My staff and I provided Human Resorces
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| | copy of the Job Description for your job.
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| services to over 2,500 employees in 11
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| | The job description should detail what is
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| crafts (Unions) running a 24 (hour)/7
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| | called "the Essential Duties (or
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| (days) week operations. (Note: you can
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| | Functions) of the Job". (Note: a copy of
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| see more about me by going to the "About
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| | a Job Description that has such essential
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| Us" section of the website.)My next
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| | duties described, and the process of how
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| reaction, since I am an ingrained
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| | to get one from your company's Human
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| "control freak", I decided to become an
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| | Resource department can be found at the
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| Expert Patient, even though I would not
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| | website in the Disabilitykey Workbook.
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| discover that phrase until over a decade
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| | This Workbook is an "e-book" of over 100
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| later. If I was to become a Chronic
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| | pages with How-To's and lots of forms and
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| Disease Self-Manager (again, I would not
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| | examples. It can be purchased for a
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| discover that phrase until over a dacade
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| | minimum cost.)OK, you know your symptoms
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| later) I needed to know all about
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| | and their impacts upon you, and you have
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| Multiple Sclerosis, its symptoms, and,
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| | detailed them (once again, how to do this
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| for whatever symptoms I had, their
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| | is covered in the Disabilitykey
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| explicit impact on me. For, you see, my
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| | Workbook). Now you have to look at the
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| wonderful Doctor and I had been
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| | Job Description for your own Job, and
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| practicing Patient-centered health care
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| | decide what you can and can't do.OK, this
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| (another yet-to-be-discovered concept)
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| | is really hard stuff to do. That's where
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| for years up to that point.AND, since I
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| | the JAN comes in that is so helpful! It
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| still had bills to pay, two kids to keep
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| | has a link on the left hand column called
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| in college (and those of you who have
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| | "Accommodation Toolbox". If you click on
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| experienced this, you KNOW how expensive
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| | this box, it will take you to a page with
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| college is these days) I needed to keep
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| | a wealth of information. Scroll down
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| working. But, my job skills were becoming
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| | about an 15% of the page and you will
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| increasingly more impacted by my MS
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| | find a section entitled "Accommodation
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| symptoms. I knew that I must research, in
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| | Ideas". When you click on this section,
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| addition to the disease, the concept of
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| | you will find an index of illnesses
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| working while disabled.Here, in a
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| | conditions, with some great information
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| nutshell, is what I discovered. (By the
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| | for you. You will need to understand
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| way - I very much wish that there had
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| | accommodation ideas toHere's what the JAN
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| been information like this for me to
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| | has to say about "Reasonable
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| access when I needed it; that's one of
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| | Accommodations", and about some
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| the reasons that I am so passionate about
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| | accommodations applicants and employees
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| providing the information to y'all, so
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| | may/can need."Q. What is "reasonable
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| that you can use it in your own unique
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| | accommodation"?A. Reasonable
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| situations.)I learned that there was a
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| | accommodation is any modification or
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| federal law called "ADA". (OK, truth
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| | adjustment to a job or the work
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| time; I already knew about this law as a
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| | environment that will enable a qualified
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| Human Resources professional; what I mean
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| | applicant or employee with a disability
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| to say, is that now I knew about the law
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| | to participate in the application process
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| as a DISABLED PERSON. Believe you me, the
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| | or to perform essential job functions.
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| two "knowings" are as different as are
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| | Reasonable accommodation also includes
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| night from day! One is academic, the
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| | adjustments to assure that a qualified
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| other is experiential. It is the very
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| | individual with a disability has rights
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| nature of my experiential knowledge about
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| | and privileges in employment equal to
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| disability and other "stuff" that fires
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| | those of employees without
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| me up to share the information with you
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| | disabilities.Q. What are some of the
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| so you don't have to recreate the wheel.)
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| | accommodations applicants and employees
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|
| |
| | may need?A. Examples of reasonable
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| Here is how the JAN describes WHAT the
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| | accommodation include making existing
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| patterns and pracatices of a Company's
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| | facilities used by employees readily
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| employment nondiscrimination policies are
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| | accessible to and usable by an individual
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| under the ADA:
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| | with a disability; restructuring a job;
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| " The ADA prohibits discrimination in
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| | modifying work schedules; acquiring or
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| all employment practices, including job
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| | modifying equipment; providing qualified
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| application procedures, hiring, firing,
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| | readers or interpreters; or appropriately
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| advancement, compensation, training, and
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| | modifying examinations, training, or
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| other terms, conditions, and privileges
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| | other programs.Reasonable accommodation
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| of employment. It applies to recruitment,
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| | also may include reassigning a current
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| advertising, tenure, layoff, leave,
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| | employee to a vacant position for which
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| fringe benefits, and all other
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| | the individual is qualified, if the
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| employment-related activities."This is
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| | person is unable to do the original job
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| how the JAN describes WHO is covered by
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| | because of a disability even with an
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| the ADA:
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| | accommodation. However, there is no
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| "Employment discrimination is prohibited
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| | obligation to find a position for an
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| against "qualified individuals with
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| | applicant who is not qualified for the
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| disabilities." This includes applicants
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| | position sought. Employers are not
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| for employment and employees. An
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| | required to lower quality or quantity
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| individual is considered to have a
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| | standards as an accommodation; nor are
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| "disability" if s/he has a physical or
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| | they obligated to provide personal use
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| mental impairment that substantially
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| | items such as glasses or hearing aids.The
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| limits one or more major life activities,
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| | decision as to the appropriate
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| has a record of such an impairment, or is
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| | accommodation must be based on the
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| regarded as having such an impairment.
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| | particular facts of each case. In
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| Persons discriminated against because
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| | selecting the particular type of
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| they have a known association or
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| | reasonable accommodation to provide, the
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| relationship with an individual with a
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| | principal test is that of effectiveness,
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| disability also are protected."Please
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| | i.e., whether the accommodation will
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| note the sentence in red ink, and
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| | provide an opportunity for a person with
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| praticularly the words in bold that are
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| | a disability to achieve the same level of
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| larger. It is very important that you
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| | performance and to enjoy benefits equal
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| understand that you need not just "have"
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| | to those of an average, similarly
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| a physical or mental impairment, that
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| | situated person without a disability.
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| those impairment(s) must substantially
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| | However, the accommodation does not have
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| limit one or more major of life's
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| | to ensure equal results or provide
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| activities, and, furthermore, you must
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| | exactly the same benefits."So, I now know
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| have documentation of that impairment (
| |
| | my symptoms and their impacts; I know
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| and/or "be regarded as having such an
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| | about the ADA, and about something called
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| impairment", which basically means that
| |
| | "reasonable accommocations". I have a
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| the impairment and it's limitations must
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| | copy of my Job Description, and am now
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| be documented).It is this information in
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| | trying to compare "ME" to the job's
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| red ink that made me realize the great
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| | Essential Duties.About & Carolyn is a
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| truth about working and disability: I had
| |
| | website designed to assist each person in
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| to do the work myself to determine what
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| | his/her own unique quest to navigate
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| my impairements were, and what activities
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| | through the difficult and often
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| they impacted; I had to become that
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| | conflicting and misleading information
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| Expert Patient who was also an Expert
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| | about coping with disabilities.
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| Disabled Worker! Here's how the JAN
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|
