Disability in 2015 Disability Etiquette Disability Benefits
Planning Work Incentives & Tax Credits Eight Most Common Types
of Accommodations Including JAN in Your Toolbox 1 Overview
Slide 2
Understand the business case for hiring and retaining people
with disabilities Examine stereotypes and misconceptions about
persons with disabilities Develop skills that help to more
effectively communicate at work with people with disabilities
Develop skills at negotiating accommodations with your client
Develop a toolkit of go-to resources 2 Training Goals
Slide 3
JAN is a service of the U.S. Department of Labors Office of
Disability Employment Policy. 3 Disability in 2015: The Business
Case for Hiring and retaining People with Disabilities Lou Orslene,
JAN Co-Director, MSW, MPIA, CPDM
http://askjan.org/landingpage/Hawaii2015/
Slide 4
There is ability beyond disability. In fact, disabilities,
impairments, and chronic health conditions are a natural part of
being human. We may be born with them, or cycle in and out of
disabilities through injury and recovery. The disability community
is the worlds most inclusive minority community. Disability is the
one diversity category that crosses gender, race, ethnicity,
religion, age and socioeconomic class. 4 Important things to think
about
Slide 5
Globally 1 billion people with disabilities World Health
Organization, 2011 U.S. 56.7 million people U.S. Census Bureau,
2010. 5 Business case
Slide 6
On January 1, 2011, the first of the 83 million-strong wave of
boomers began to reach retirement age and every day approximately
10,000 more employees reach this milestone. Pew Research Center
http://pewresearch.org/databank/dailynumber/?NumberID=1150http://pewresearch.org/databank/dailynumber/?NumberID=1150
6 Business case
Slide 7
19% of people with disabilities have reportedly graduated from
collegethese figures have increasedfrom 14%...in 2004 Although one
in six people with disabilities has not completed high school,
there has still been marked progress82% of people with disabilities
have graduated from high school today, this share was only 61% in
1986. 7 Business case
Slide 8
The most recent data from the DoD report that more than 47,000
OEF/OIF service members have been wounded in action. U.S.
Department of Defense Press Resources, 2012 Hundreds of thousands
more, nearly 25 percent of all who served in OEF/OIF, will be
diagnosed upon returning home with other invisible wounds, such as
degenerative vision, hearing impairments, posttraumatic stress
disorder (PTSD), and brain injuries. Workplace Warriors Revisited:
Challenges, Opportunities, and Lessons Learned from Deployment and
Reintegration of Citizen Soldiers 8 Business case
Slide 9
Emerging Markets: People With Disabilities aggregate income
that now exceeds $1 trillion and boasts $220 billion in
discretionary spending power. Marketing programs aimed at people
with disabilities can reach as many as four out of every 10
consumers. As the largest of all U.S.-based minority groups, this
group is comprised of people of all ethnic backgrounds, cultures
and ages. According to the U.S. Census Bureau, between 1990 and
2000, the number of Americans with disabilities increased 25
percent. Of the nearly 70 million families in the United States,
more than 20 million families have at least one member with a
disability. Business Case for Inclusion and Engagement. By Marcus
Robinson, Charles Pfeffer, and Joan Buccigrossi, (2003). wetWare,
Inc. Rochester, NY. 9 Business case
Slide 10
Americans with Disabilities Act (ADAAA) Section 503, 508, 501
of the Rehabilitation Act of 1973 Executive Order 13548 Workforce
Innovation and Opportunity Act (WIOA) 10 Business case
Slide 11
The Conference Board established to help member companies
understand and deal with the most critical issues of our time
believes disability in the workplace is one of these critical
issues. Trends noted in the report: Employees aging in the
workplace Development of new, more universally accessible workplace
technologies Greater acceptance of remote work Health care advances
Incentives provided by government The Conference Board, Leveling
the Playing Field: ATTRACTING, ENGAGING, AND ADVANCING PEOPLE WITH
DISABILITIES 11 Business case
Slide 12
JAN is a service of the U.S. Department of Labors Office of
Disability Employment Policy. 12 Disability Etiquette: Effectively
Communicating with People with Disabilities Lou Orslene, JAN
Co-Director, MSW, MPIA, CPDM
http://askjan.org/landingpage/Hawaii2015/
Slide 13
We all communicate in various ways with or without a
disability. Pay attention to cues from the person you are
communicating with. Model professional behaviors such as active
listening, a service-minded orientation, and a results focus. 13
Communication Strategies
Slide 14
Preferred phrases Person with intellectual/cognitive
disabilities Person who is blind, person who is visually impaired
Person who is deaf, person who is hard of hearing Person with
epilepsy Person who uses a wheelchair A person who uses synthetic
speech Person with a disability 14 Watch Your Language
Slide 15
Antiquated and offensive phrases Retarded, mentally defective
The blind The deaf Afflicted, stricken by, victim of Crippled,
lame, deformed Confined or restricted to a wheelchair Dumb, mute
Psycho, crazy, nuts, abnormal A special needs person 15 Watch Your
Language
Slide 16
Relax. Be approachable. Smile and look a person with a
disability in the eyes as you would with anyone else and listen
attentively. Talk directly to the person with a disability, not a
companion, assistant, or sign language interpreter. Use people
first language like a person who uses a wheelchair but only mention
a disability if it is essential to a conversation. 16 Tips for
engaging
Slide 17
Dont be afraid to say that you do not understand Consider
writing information down Dont touch, play with, distract, or feed a
service animal without the persons permission Dont touch, lean on,
or move a person's mobility device or wheelchair without consent
Dont elevate your speech when interacting with people who have
disabilities maintain a natural tone 17 The Donts
Slide 18
Be considerate of the extra time it may take a person with a
disability to walk, talk, write, or perform a task Extend your hand
to shake if that is what you normally do. A person who cannot shake
hands will let you know Sit down when speaking with a person who
uses a wheelchair for more than a few minutes so you are at eye
level 18 The Dos
Slide 19
Im working to create a more inclusive work environment. What
should I do? Focus on abilities Ask the person first Be aware of
adaptive devices and assistive technologies Be aware of the
worksite and its accessible and inaccessible elements. In general
19
Slide 20
Im working to create a more inclusive work environment. What
should I do? Keep accessibility in mind in planning meeting or
workplace social events Provide various ways to communicate Provide
work-related materials such as handbooks or benefits information in
accessible format Do not make subjective judgments about what a
person can or cannot do In general 20
Slide 21
Im working to create a more inclusive work environment. What
should I do? Do not assume just because a person takes more time to
do something that they are not intelligent Provide a sign language
interpreter for complex meetings or social events where interaction
is expected Respect personal space and equipment If a person is in
crisis, ask what you can do to help In general 21
Slide 22
I am preparing an employer to be ready for a client they just
hired. What should I let them know to do? Immediately orient
employees with disabilities to the facility and equipment while
assessing what is and what is not accessible for the employee
Orient the person to the emergency evacuation procedures Respect
privacy. All disability information should be confidential Know
that employee requests for assistance can open discussions of
accommodation needs Be sure the communication methods are worked
out in advance A New Hire 22
Slide 23
I am planning a face-to-face meeting/training. To be as
inclusive as possible, what should I do? Send out a request for
participant accommodations in advance of the meeting Know and
communicate any emergency evacuation procedures to your audience
Customize information provided in print. (braille, large print,
electronic, etc.) Meetings and Trainings 23
Slide 24
I am planning a face-to-face meeting/training for our unit. To
be as inclusive as possible, what should I do? Insure accessibility
of information to be shared including PowerPoint presentations Send
out information to be discussed during the meeting or the
PowerPoint presentation in advance Be prepared to describe slides
during the presentation Meetings and Trainings 24
Slide 25
Verbally identify yourself when you approach and then let a
person know when you are leaving Offer assistance and wait for an
answer Ask for specific instructions on how you can assist Would
you like directions to? Would you like to take my arm? If offering
to assist someone to find a seat, speak the persons name and tap on
the table where a space is available If offering to help someone as
they sit down, let the person know as you guide the persons hand
towards the back of the chair In assisting someone who is blind
25
Slide 26
To get a persons attention, it is okay to tap the person on the
shoulder or by waving your hand Ask what is the best way to
communicate reading lips, signing, gesturing, in writing, texting,
etc. When possible, speak in a well-lit room that is free from
background noises Do not put hands in front of your face or food
items in your mouth when talking Maintain eye contact and direct
your communication to the person who is deaf In assisting someone
who is hard of hearing or deaf 26
Slide 27
Avoid stereotypes and assumptions about the individual and how
they may act Recognize but respect differences in people. A person
may act differently and have problems interpreting social cues Be
patient. Allow the individual to think and answer questions Know
that stress can aggravate a situation, alleviating some of that
stress may de-escalate the situation In a crisis, stay calm and be
supportive as you would with anyone. Ask how you can help, and find
out if there is a support person who can be sent for In assisting
someone who has a mental health condition 27
Slide 28
Do not refer to or talk about a persons disability at all
unless it is crucial to the conversation. Do not assume a person
cannot function on their own or perform a task. Do your part to
dispel myths and stereotypes. Speak out when you hear others talk
negatively about people with disabilities. Do insure your office
spaces and social event venues are accessible. Do realize and then
let it be reflected in your behavior that people with disabilities
are more like you then not. Do offer assistance in that rare
instance when a persons safety may be in jeopardy. Remember this
28
Slide 29
Disability Sensitivity Training Video DC Government 29
Disability Etiquette
Slide 30
Disability Benefits
Slide 31
31 Social Security Administration (SSA) Supplemental Security
Income (SSI) Social Security Disability Insurance (SSDI) Social
Security 2 Programs MedicaidMedicare
Slide 32
Disability Disclosure
Slide 33
Wage Reporting
Slide 34
Why is pay stub important?
Slide 35
How employers can help? Encourage disability disclosure Provide
an easy yet confidential way for self-disclosure Benefits of
disability disclosure Understand the challenges faced by disability
or public benefits recipients Wage reporting Financial outcome
Health Insurance Provide assistance in dealing with government
agencies
Slide 36
Tax Benefits for Businesses Who Have Employees with
Disabilities
Slide 37
Available Tax Benefits Disabled Access Credit Barrier Removal
Tax Deduction Work Opportunity Credit Expanded Tax Credit for
Hiring Unemployed Veterans
Slide 38
Disabled Access Credit The Disabled Access Credit provides a
non-refundable credit for small businesses that incur expenditures
for the purpose of providing access to persons with disabilities.
An eligible small business is one that that earned $1 million or
less or had no more than 30 full time employees in the previous
year; they may take the credit each and every year they incur
access expenditures. Businesses may claim a deduction of up to
$10,000 a year Adapted From:
http://www.irs.gov/Businesses/Small-Businesses-&-Self-
Employed/Tax-Benefits-for-Businesses-Who-Have-Employees-with-
Disabilities
Slide 39
Slide 40
Barrier Removal Tax Deduction The Architectural Barrier Removal
Tax Deduction encourages businesses of any size to remove
architectural and transportation barriers to the mobility of
persons with disabilities and the elderly. Businesses may claim a
deduction of up to $15,000 a year for qualified expenses for items
that normally must be capitalized. Businesses claim the deduction
by listing it as a separate expense on their income tax return.
Adapted From: http://www.irs.gov/Businesses/Small-Businesses-&-
Self-Employed/Tax-Benefits-for-Businesses-Who-Have-Employees-
with-Disabilities)
Slide 41
Work Opportunity Tax Credit Genrerally, the Work Opportunity
Credit provides eligible employers with a tax credit up to 40
percent of the first $6,000 of first-year wages of a new employee
if the employee is part of a targeted group. An employee with a
disability is one of the targeted groups for the Work Opportunity
Credit, provided the appropriate government agencies have certified
the employee as disabled. The credit is available to the employer
once the employee has worked for at least 120 hours or 90 days.
Higher credit for other targeted group Adapted From:
http://www.irs.gov/Businesses/Small-Businesses-&-
Self-Employed/Tax-Benefits-for-Businesses-Who-Have-Employees-
with-Disabilities
Slide 42
Slide 43
Slide 44
Work Opportunity Tax Credit Forms IRS Form 8850 ETA Form 9061
ETA Form 9062 Submit forms to.
Slide 45
Hawaii WOTC Contact Edgar Fernandez WOTC, Workforce Development
Division Hawaii Department of Labor and Industrial Relations
Keelikolani Building 830 Punchbowl Street, Room 329 Honolulu, HI
96813 Phone: 808-586-8820 Fax: 808-586-8724 Email:
[email protected]@hawaii.gov
Slide 46
JAN is a service of the U.S. Department of Labors Office of
Disability Employment Policy. Eight Most Common Types of Reasonable
Accommodation Lou Orslene, JAN Co-Director, MSW, MPIA, CPDM
http://askjan.org/landingpage/Hawaii2015/ 46
Slide 47
1. Purchasing or Modifying Equipment or Products 47 8 Types of
Accommodations
Slide 48
Example A nurse with a hearing impairment worked the night
shift and had to talk to doctors who called for information. She
was having difficulty hearing over the telephone. The employee
asked to be moved to a dayshift where there would be other nurses
who could talk to the doctors but there were not any openings on
the dayshift. Accommodation The employer purchased a telephone
amplifier, which enabled the nurse to hear effectively over the
telephone. 48 8 Types of Accommodations
Slide 49
2. Making Worksite Accessible 49 8 Types of Accommodations
Slide 50
Example A purchasing clerk in a manufacturing plant had
diabetes and had to have one of his legs amputated. He was having
difficulty walking from the parking lot to his workstation.
Accommodation The employer moved the employees workstation closer
to the worksite entrance, to a rest room, and to needed equipment.
The employer also provided a parking space closer to the worksite.
50 8 Types of Accommodations
Slide 51
3. Job Restructuring 51 8 Types of Accommodations
Slide 52
Example An employee with a staffing agency had depression and
was having problems with his supervisors management style, causing
him stress and exacerbating his symptoms. The employee wanted less
face-to-face communication, but parts of his job were
time-sensitive and the supervisor had to communicate with him
quickly. Accommodation The employer restructured the employees job,
removing some time-sensitive duties in exchange for other duties.
This allowed the supervisor to communicate with the employee via
email. 52 8 Types of Accommodations
Slide 53
4. Modifying Schedule and Allowing Leave Time 53 8 Types of
Accommodations
Slide 54
Example An order clerk with asthma needed to exercise
periodically to prevent blood clots, but her job required her to be
available to respond to telephone orders. The clerk also needed to
do a breathing treatment periodically and needed a private area to
do so. Accommodation The employer provided a private location for
treatment and extra breaks for exercise. The employee was allowed
to make up the extra time so she wouldnt lose pay. 54 8 Types of
Accommodations
Example A grocery store worker with epilepsy was having
difficulty consistently performing his job and staying on task.
Accommodation His supervisor implemented weekly discussions with
the employee. 56 8 Types of Accommodations
Slide 57
6. Modifying Policies 57 8 Types of Accommodations
Slide 58
Example An auditor for a state agency had anxiety and
depression and was having difficulty concentrating. He worked in a
cubicle environment. The agency policy was to only give private
offices to management. Accommodation The employer modified the
policy and moved the employee to a private office that was vacant
and let the employee close his door as needed. 58 8 Types of
Accommodations
Slide 59
7. Providing Readers and Interpreters 59 8 Types of
Accommodations
Slide 60
Example A job applicant for a dog warden position for city
government had dyslexia and could not pass a required written test.
Accommodation A reader was provided for testing. 60 8 Types of
Accommodations
Slide 61
8. Reassignment 61 8 Types of Accommodations
Slide 62
Example A warehouse worker with a back impairment could not do
the lifting required in his job. The employer had been temporarily
having other employees do the lifting but needed a more permanent
solution. Accommodation The employer reassigned the employee to an
office job. 62 8 Types of Accommodations
Slide 63
JAN is a service of the U.S. Department of Labors Office of
Disability Employment Policy. Including JAN in Your Toolbox for
Success Lou Orslene, JAN Co-Director, MSW, MPIA, CPDM
http://askjan.org/landingpage/Hawaii2015/ 63
Slide 64
Over 26 Years of Service Consultation on: Job Accommodation
Americans with Disabilities Act / Rehabilitation Act
Entrepreneurship Experienced Free National Easy to Use Confidential
About JAN 64
Slide 65
Ask JAN and we Meet you where you are. Assist with negotiating
the interactive process. Give targeted technical assistance.
Provide comprehensive resources. Maintain confidentiality. About
JAN 65
Slide 66
Business Leadership Network The Vision of the Hawaii Business
Leadership Network is to recognize and promote best practices in
hiring, retaining, and marketing to people with disabilities.
http://hibln.org/east-hawaii/ http://hibln.org/west-hawaii/
http://hibln.org/maui/ Or the US BLN @
http://www.usbln.org/index.htmlhttp://www.usbln.org/index.html
66
Slide 67
List of Federal Contractors The National Pre-Award Registry
provides information concerning Federal Contractors, that have been
reviewed by the Office of Federal Contract Compliance Programs
(OFCCP). http://www.dol-esa.gov/preaward/pa_reg.html#search For
instance: ARCHITECTURAL GLASS & ALUMINUM CO., INC. 677 Ala
Moana Blvd., Suite 700 Honolulu HI 96813-0000 67
Slide 68
Diversity Inc. The 2015 Diversity Inc Top 10 Companies for
People With Disabilities EY Prudential Financial Procter &
Gamble IBM KPMG Merck & Co. AT&T Sodexo Kaiser Permanente
Comcast NBCUniversal
http://www.diversityinc.com/top-10-companies-people-with-disabilities/
68
Slide 69
Federal Employment: Schedule A Schedule A is a special hiring
authority designed to help federal agencies meet their affirmative
action obligations regarding individuals with disabilities.
Schedule A is different than the traditional, and often time
consuming process used to hire people into federal service.
Schedule A makes it easier and faster to hire, and is just for
people with disabilities.
http://www.eeoc.gov/eeoc/publications/abc_service_providers.cfm
69
Slide 70
Campaign for Disability Employment The Campaign for Disability
Employment is a collaborative effort to promote positive employment
outcomes for people with disabilities by encouraging employers and
others to recognize the value and talent they bring to the
workplace. http://www.whatcanyoudocampaign.org/ 70
Slide 71
Who I Am https://vimeo.com/108810703 71
Slide 72
Thank you for participating! Contact (800)526-7234 (V) &
(877)781-9403 (TTY) AskJAN.org & [email protected] (304)216-8189
via Text janconsultants via Skype 72