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Corporate Disability

Consultant

City Port Orchard

New Amendment of Section 503 of the Rehabilitation Act

Autism and Intellectual Disabilities

Adults with Autism in Port Orchard, WA

Did you know that Port Orchard is home to many children and adults with autism?

The prevalence of Autism according to the CDC: 1980 – 1 to 2 in 10,000 births 1990 – 1 in 2,500 2000 – 1 in 500 2010 – 1 in 175 2014 - 1 in 42 for boys

Those born in 21 years ago have now reached adult age while the prevalence was 1 in 2,500.

There is a tsunami coming. An estimated half a million children with autism will become adults in the next

eight or so years.Autism Speaks

Adults with autism have lower employment rates than people with other disabilities

Two-thirds of young people with autism had neither a job nor educational plans during the first two years after high school.

Young adults with autism were less likely to be employed than their peers with other disabilities: 58% of young adults with autism

employed in comparison to the 74% percent of young people with intellectual disabilities, 95% with learning disabilities, and91% with a speech impairment or emotional disturbance.

A longitudinal study published by the A.J. Drexel Autism Institute -2014

Need Work!

A.J. Drexel Autism Institute reports Social Isolation for Adults with Autism

Many adults with autism lack social support

The study found that 1 in 4 young people with autism was completely isolated — meaning he or she had not seen or spoken with friends in the past year.

We can make a difference!

Adult Autism - Higher Quality of Life were associated with: Having an occupation; Having leisure activities in

community; Having community access; Being more independent; Making own decisions; Having opportunities available

from which decisions can be made; Having practical support from

other people; Having emotional support from

other people.

Customized Employment

A flexible process designed to personalize the employment relationship between a job candidate and an employer in a way that meets the needs of both.

An individualized match between job candidate and needs of the employer building on: Strengths Conditions Interests

Customized Employment utilizes an individualized approach to employment planning and job development — one person at a time . . . one employer at a time.

City of Port Orchard: What would employment look like for an Adult with Autism?

Job Customization: Some of the job tasks of current workers are reassigned to a new employee with autism. This allows the current worker to focus on the critical functions of his/her job (i.e., primary job responsibilities) and complete more of the central work of the job. Job Customization typically takes the

form of job creation, whereby a new job description is negotiated based on current, unmet workplace needs.

Job carving: An existing job description is modified — containing one or more, but not all, of the tasks from the original job description.

Job sharing: Two or more people share the tasks and responsibilities of a job based on each other's strengths.

Public Works Jobs

City sidewalk weed removal

Power washing water waste treatment center

Inventory and stocking Public Works Vehicles

Landscape maintenance: some can use power tools, others adapted hand tools, etc. Port Orchard City Hall City Parks Hiking trails

M Meyer Consulting, Inc.Autism and Assistive Technology

Corporate Disability Consultant Specializing in the

implementation of the new amendment of Section 503 of the Rehabilitation Act Takes a “Business First”

approach! Develop support plans that

meet a company’s need Help businesses develop

internal strategies and units to work effectively and efficiently by applying “The 5 Lean Principles”

Taking the business first approach, using “Lean Principles!”

Lean manufacturing and production principles emphasizes 5 basic business supports: Specify what creates value

from the customers perspective Identify all the steps along

the process chain Make those processes flow Make only what is pulled by

the customer Strive for perfection by

continually removing wastes

How did “Lean Principles” get started?

Lean manufacturing was developed after WWII by the Japanese auto industry, specifically Toyota to compete with US auto giants (Ford, General Motors and Chrysler) Toyota would have to work smarter.

Lean manufacturing is simply a continuously progressive way of producing what the customer wants, when they want it, at a price they are prepared to pay and using least resource.

How can “Lean Principles” benefit my company?

Until the 1990's Lean Principles were only in the automotive industry, but has since spread to: Aerospace, general

manufacturing, consumer electronics, healthcare, construction and more recently, to food manufacturing, namely “Starbucks”

“Lean Principles” applies to every business, even yours!

So let’s move into the New Amendments to Section 503 of the Rehabilitation Act of 1973?

How does this amendment effect your business? How does a business,

contractor, employer meet these new regulations? How can M Meyer Consulting,

Inc. help you implement these new regulations?

Office of Federal Contract Compliance Programs (OFCCP):Meeting and Implementing Your Section 503 of the Rehabilitation Act

On August 27, 2013, the U.S. Department of Labor’s Office of Federal Contract Compliance Programs announced a Final Rule that makes changes to the regulations implementing Section 503 of the Rehabilitation Act of 1973, as amended at 41 CFR Part 60-741. Section 503 prohibits federal

contractors and subcontractors from discriminating in employment against individuals with disabilities and requires these employers to take affirmative action to recruit, hire, promote, and retain these individuals.

Office of Federal Contract Compliance Programs (OFCCP):Meeting and Implementing Your Section 503 of the Rehabilitation Act

The Final Rule strengthens the affirmative action provisions of the regulations to aid contractors in their efforts to recruit and hire Individuals with Disabilities and improve job opportunities for individuals with disabilities. The Final Rule also makes

changes to the nondiscrimination provisions of the regulations to bring them into compliance with the ADA Amendments Act of 2008.

The Final Rule was published in the Federal Register on September 24, 2013, and becomes effective on March 24, 2014. However, current contractors

with a written affirmative action program (AAP) already in place on the effective date have additional time to come into compliance with the AAP requirements. The compliance structure seeks

to provide contractors the opportunity to maintain their current AAP cycle.

Office of Federal Contract Compliance Programs (OFCCP):Meeting and Implementing Your Section 503 of the Rehabilitation Act

Highlights of the New Rule of Section 503 of the Rehabilitation Act

The Final Rule establishes a nationwide 7% utilization goal for qualified Individuals With Disabilities. Contractors will apply the goal

to each of their job groups, or to their entire workforce if the contractor has 100 or fewer employees. Contractors must conduct an

annual utilization analysis and assessment of problem areas, and establish specific action-oriented programs to address any identified problems.

Who is Covered Under the Amended Section 503 of the Rehab Act of 1973?

Section 503 requires employers with federal contracts or subcontracts that exceed $10,000, and contracts or subcontracts for indefinite quantities (unless the purchaser has reason to believe that the cost in any one year will not exceed $10,000), to take affirmative steps to hire, retain, and promote qualified individuals with disabilities

How can M Meyer Consulting, Inc. help you?

Our first priority, “meet the business needs first!” Develop support plans that: Meets the company needs for

workers throughout the company’s “Job Groups” Help businesses comply,

meet and Implement Section 503 of the Rehabilitation Act Introduce workers who

experience Autism and Intellectual Disabilities into company job groups to meet their business needs

Why Focus on Autism and Intellectual Disabilities?

Autism, the fastest growing developmental disability in the world. According to the Center for

Disease Control (CDC) the increase and prevalence of Autism is staggering: 1970 - 80s:1-2 in 10,000 births 1990: 1 in 2,500 births 2000: 1 in 150 2008 to 2013: 1:88 (boys 1:54) There is a great probability that

many of your current employees know of or have a loved one with autism in their life

Adults with Autism Spectrum Disorders

Young Adults on the Autism Spectrum Face Tough Prospects for Jobs and Independent Living For young adults with autism

spectrum disorders (ASDs), making the transition from school to the first rites of independent adult life, including a first job and a home away from home, can be particularly challenging

Adults with Autism Spectrum Disorders

Two newly published studies show stark situations for securing employment among young adults on the autism spectrum, compared to their peers with other types of disabilities. That’s where M Meyer

Consulting, Inc. comes in!

Training Staff and Gaining Talented, Loyal Employees

M Meyer Consulting, Inc. takes special efforts to train staff members who are on the autism spectrum and their job supports specialists with Autism specific, research based, best practice strategies and supports. We understand and support

individuals with Autism by meeting their employment needs. We train and support individuals

with autism to overcome possible employment challenges, to become efficient, high quality employees.

National Examples:

Walgreens Program Like many innovations that have

led to success for people with disabilities, the new model for Walgreens' distribution centers began with a family story. J. Randolph Lewis, Walgreens Senior Vice President for Distribution and Logistics, has a son with autism.

Lewis watched his son's difficult transition from school to workplace, aware of the high unemployment rate and the lack of challenging jobs available for people with disabilities.

Read more at: http://www.disability-marketing.com/profiles/walgreens.php4

Example:

OfficeMax Maxing Out Diversity Program The work training partnership,

part of the OfficeMax Maxing out Diversity program, is designed to provide work training and create career opportunities for individuals with disabilities who otherwise may experience significant barriers to employment, said Scott McKenzie, director of operations for the OfficeMax Power Max distribution facility in Las Vegas

Read more about OfficeMax at:

http://kesslerfoundation.org/media/displaynews.php?id=454&title=DETR%20and%20OfficeMax%20Partner%20to%20Train%20People%20with%20Disabilities

Example:

Project SEARCH High SchoolTransition Program Project SEARCH was developed at

Cincinnati Children's Hospital Medical Center, a research environment that fosters visionary thinking and innovation. It all began in 1996, when Erin Riehle was Director of Cincinnati Children's Emergency Department. Erin felt that, because the hospital served individuals with developmental disabilities, it made sense that they should commit to hiring people in this group.

Read more about Project Search:

http://www.projectsearch.us/OurSUCCESSES.aspx

Kennewick, WA Example:

Teachers Insurance and Annuity Association and College Retirement Equities Fund purchased a massive apple orchard in Washington state as an investment, managers discovered that (then) workers would often not show up to work or had been drinking. "We needed a better workforce,

people who really wanted to do the work," says Heather Davis, senior managing director and head of global private markets for the Fortune 100 financial-services organization.

The company took an unconventional turn: It decided to focus on hiring employees with autism for its Fruits of Employment program. "People with disabilities have a lot

more potential than people give them credit for," says Deb Russell, manager of outreach and employment services at Walgreens. The drugstore-chain giant, based in Deerfield, Illinois, was an early adopter of workers with autism.

http://www.workforce.com/articles/companies-find-fruitful-results-when-hiring-autistic-workers

M Meyer Consulting, Inc.

Autism, Technology and Employment (ATE)

Example:

Autism, Technology and Employment Habitat for Humanity ReStore This project was developed in collaboration with M Meyer Consulting, Inc., Clark County (Vancouver, WA) Developmental Disabilities and two Community Supported Employment Providers Applied “LEAN Production Principles” Designed work stations Visually coded

Functional Steps M Meyer Consulting, Inc. takes working with Employers

Identify the needs with the employer: jobs, tasks, etc. Identify workers that meet job

opportunity Put workers in the right positions

that meet their interests, talents and skills Train and support workers with

autism based on job procedures Assess and identify the need for

assistive technology and implementation Incorporate quality control

mechanisms to maintain the company’s product integrity Develop and maintain

communication with Company’s HR and worker

Why Should Businesses Invest in Disability Worker Opportunities?

Direct access to the large and growing labor and customer pool of persons with disabilities Ongoing Support services that

meet individualized business needs Access to a set of valuable,

customized business consulting services Development of internal

strategies that foster diversity and business growth Support from disability experts

Hiring People with Disabilities Makes Good Business Sense!

Large, untapped labor pool Lower turnover Reduced recruiting costs Fewer absences Good performance Good safety record No impact on medical &

insurance costs An ethical, socially responsible

thing to do

Look Again

Look again at the fastest growing labor and customer niche market in this country = the disability community Look again at the last

untapped labor pool in the country to prepare your company to successfully find workers as the economy bounces back Look again at the cost savings

and incentive creation through strategic recruiting in the disability community Look again at enhancing your

diversity & supplier diversity programs by adding people with disabilities to the mix Look again at a community that

contains 1 in 5 Americans

Think “Quality – Diverse”

Work Force

For more information on how we can serve your business employee needs, contact us to set up an appointment with you at:

M Meyer Consulting, Inc.Monica Meyer, President360-904-8938http://monicameyer.com