The Illinois ADA Project at Equip for Equality Presents

1
The Illinois ADA Project at Equip for
EqualityPresents

• REQUESTING AN ACCOMMODATION AT WORK AND COLLEGE

2
Equip For EqualityProtection and Advocacy

• Mission To advance the human and civil
  rights of people with physical mental
  disabilities
• Most Services are Free and Confidential
• Equip For Equality Services Include
• ? Self-Advocacy Assistance ? Information
  Referral
• ? Public Policy Advocacy ? Training
  Education
• ? Abuse/Neglect Investigations ? Latino
  Outreach
• ? Traumatic Brain Injury Project ? Legal
  Advocacy
• ? Special Education Issues ? Guardianship
  Reform
• ? Assistive Technology Project ? Illinois ADA
  Project

3
The Illinois ADA Project at Equip For Equality

• Your Resource for Information on The ADA
• Goal To educate, enrich, and enlighten the
  people, businesses, and organizations of Illinois
  regarding the ADA.
• Project Funding The Illinois ADA Project is
  funded by The Great Lakes ADA and Accessible IT
  Center.
• The Illinois ADA Project Steering Committee
• Individuals with disabilities, advocates, service
  providers, government agencies, and businesses.

4
Trainings

• The ADA in the Real World (Overview)
• Employment Rights
• Employing People with Disabilities, Its Good
  Business

• The ADA and Supreme Court
• Transportation
• Voting
• Emerging Issues

Breaking Down Barriers to Understanding The ADA
5
Contacting The Illinois ADA Project

• Contact The Illinois ADA Project if You
• Have ADA Questions
• Want to schedule a training for your
  organization or group
• Desire ADA information and/or resources
• Contact Information Telephone
  1-877-ADA-3601 TTY
  1-800-610-2779 Website www.ADA-IL.org

6
The Training Institute at Equip For Equality

• Provides Free Training to people with
  disabilities and their family, friends,
  employers, and service providers regarding
• ? Legal Rights ? Self-Advocacy
• ? The A.D.A. (Titles I,IIIII) ? Special
  Education
• ? Transportation ? Guardianship
• ? Employment Rights ? Practical Advice

7
PABSS A Blue Ribbon Project
PABSS Protection and Advocacy for Beneficiaries
of Social Security

• PABSS Provides Education, Training, and Advocacy
  on
• Social Security Benefits Work Incentives
  Information
• Obtaining Vocational Rehabilitation Services
  (DRS)
• Using the Ticket to Work
• Employment Laws (A.D.A. F.M.L.A.)
• School to Work Transition Issues
• Any Employment Barrier

8
Laws Regarding Disability Discrimination

• In the Beginning

9
In the Beginning
3300 Years Ago
Leviticus 1914

• Do not curse the deaf or place a stumbling block
  before the blind

10
And More Recently

• 30 Years Ago
• The Rehabilitation Act
• Creates a right to receive vocational
  rehabilitation
• Prohibits discrimination by federal funding
  recipients
• 30 Years Ago
• Individuals with Disabilities Education Act
  (IDEA)
• Creates a right to receive a free and appropriate
  public education
• 13 Years Ago
• The Americans With Disabilities Act (ADA)
• Provides equal opportunity and access in
  employment, governmental services, public
  accommodations, and telecommunications. This
  includes private and public places of education.

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The Rehabilitation Act

• An Individuals Right to Receive Vocational
  Rehabilitation Services

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Vocational Rehabilitation Services

• DRS provides the following work-related services
  for individuals with disabilities
• Career counseling, job placement, and job
  training
• Supported employment services such as a job coach
• Interpreters, note takers, readers, attendants,
  ...
• Occupational licenses, tools, and equipment
• Technological aids and devices
• Home and vehicle modifications
• Medical Services including attendants
• Financial assistance with school, equipment, or
  training
• DRS can help with providing reasonable
  accommodations

13
The Rehab Act Benefiting Employers Employees

• Utilizing The Rehabilitation Act and the
• Illinois Division of Rehabilitation Services
• DRS provides free advice regarding reasonable
  accommodations. (As does the Illinois ADA
  Project, Equip for Equality, EEOC, and JAN).
• DRS can pay all or part of the cost of reasonable
  accommodations (e.g. computer hardware or
  software)
• If DRS pays, the employee or student owns the
  accommodation
• SSA may help an employee or student save for an
  accommodation or other employment goal through
  PASS Plans

14
The Americans With Disabilities Act (ADA)

• The ADA in the Real World

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The Americans with Disabilities Act (ADA)

• The ADA has 5 different Sections called Titles
• Title I Employment
• Title II State and Local Government
• Services / Public Transportation
• Title III Public Accommodations and
  Commercial Facilities
• Title IV Telecommunications
• Title V Technical Assistance and
  Miscellaneous Provisions

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Goals of The ADA

• Eliminate discrimination
• Ensure that people with disabilities experience
• Equality of opportunity
• Full participation and integration
• Independence
• Remove barriers to access. Barriers can be
  attitudinal, architectural, communicative, or
  transportational in nature.
• Provide clear, strong, enforceable standards
• FAIRNESS !!

17
Title I of the ADA

• The ADA in the Workplace

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Employers Covered by the ADA

• Employers with 15 or more employees
• All State and local government employers with at
  least one employee
• Local laws may cover smaller private employers
  (For example, The Illinois Human Rights Act and
  The Cook County and Chicago Human Rights
  Ordinances cover all employers with one or more
  employee)

19
Protected Individuals

• An employee is protected under the ADA if they
• Have a substantial limitation of a major life
  activity
• Major life activities include Breathing,
  walking, lifting, working, speaking, hearing,
  seeing, eating, caring for oneself, interacting
  with others, sex, sleeping, sitting,
  concentrating, performing manual tasks, learning,
  standing, reading, reaching,
• Are qualified to do the essential job functions
  with or without a reasonable accommodation
• Also covered are people who
• Have a record of such an impairment
• Are regarded as having such an impairment.
• Disability is decided on a case by case basis and
  requires an individualized assessment

20
Workplace Protections Under The ADA

• Discrimination is prohibited in any facet of
  employment, including
• Job application procedures
• Hiring / Firing
• Benefits and Compensation
• Advancement
• Training
• Any terms, conditions, or privileges of employment

21
Prohibited Conduct by Employers

• Pre-Offer Asking disability related questions.
  An employer may ask about performance of job
  functions but cannot request a medical
  examination or ask for information about
• Workers Compensation Claims
• Reasons for time off from work
• Medical Treatment, Conditions, or Medications
• At all times, an employer is prohibited from
• Denying a Reasonable Accommodations
• Otherwise discriminating in any facet of
  employment on the basis of disability, whether or
  not the discrimination is intentional.

22
Medical Examinations Prior to A Job Offer Are
Prohibited

• Certain tests are not considered medical exams,
  and are not prohibited by ADA
• Medical exams must be
• Given to all applicants for the position
• Decisions denying employment based upon medical
  information must be job related and consistent
  with business necessity.
• An employer cannot withdraw a job offer unless
  the disability interferes with essential
  functions of the job or results in an a health or
  safety risk and a reasonable accommodation cannot
  be provided

23
Title I of the ADA

• Reasonable Accommodations and Other Issues

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Reasonable Accommodation

• Any change or adjustment to a job or work
  environment that allows a person to
• Participate in the job application process
• Perform Essential Functions of the job
• Fundamental Job Duties
• An employer cannot refuse to employ someone
  because of inability to perform
  non-essential duties
• Job descriptions may be used as evidence but
  are not necessarily determinative
• Enjoy benefits and privileges of employment

25
Examples of Reasonable Accommodations

• Accommodations as part or emergency evacuation
  procedures (Disclosure, alarms, changing offices,
  )
• Providing or modifying equipment or devices
• Job restructuring
• Part-time or modified work schedules
• Job reassignment
• Modifying exams, training, or policies
• Providing readers and interpreters
• Making the workplace accessible
• Utilize the employees ideas and the
  Job Accommodation Network

26
Reasonable Accommodation Requirements and Limits

• Reasonable Accommodations must be provided unless
  theres an undue hardship or a health and safety
  risk to the employee or to others
• An undue hardship is defined as requiring
  significant difficulty or expense
• Employers must provide an effective
  accommodation, not necessarily the exact
  accommodation requested
• Fundamental alterations are not required
• Personal Devices or Services are not required

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Reasonable AccommodationResponsibility of
Employees

• The Employee usually makes the request for a
  reasonable accommodation
• The request need not be in writing but it is
  in everybodys interest to have the request
  written, dated, and signed
• The request should include
• Nature of the disability
• Reason for the request
• Requested accommodation
• If possible, include a doctors note explaining
  the disability and accommodation

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ADA Review - Reasonable Accommodations

• Reasonable Accommodations must be provided unless
  they
• Are an undue hardship
• Pose a health or safety risk to the employee or
  others
• Constitute a fundamental alteration of the job
• An effective accommodation, not necessarily the
  requested accommodation, must be provided.
• Employers may request medical information only to
  substantiate the employees disability and their
  need for an accommodation.

29
Employment Application And Interview Tips

• An individual does not have to disclose a
  disability unless
• They need a reasonable accommodation
• They have received a conditional offer of
  employment
• It may help them get the job
• How to deal with inappropriate questions DO NOT
  LIE!
• On the application, leave it blank (get an extra
  copy)
• On the interview, say, I do not answer questions
  about private matters unrelated to the job. I
  would be happy to discuss my qualifications for
  this job.
• I took time off to handle a private family
  matter.

30
Tips For Requesting A Reasonable Accommodation

• Put your request in writing
• If possible include a letter from your doctor
  describing your disability and the reasons for
  the requested accommodation
• Ask for a response by a specific date
• Keep a copy of the letter
• If the accommodation is provided, send a Thank
  You letter
• Check the Illinois ADA Project, EFE, and JAN
  Websites

31
The Reasonable Accommodation Process

• An employee, or someone on their behalf, usually
  makes the initial request for an accommodation.
  After that, the employer may ask the employee for
  documentation describing the impairment and how
  it relates to the reasonable accommodation
  request if the impariment is not readily
  apparent. The employer may request information
  relating to
• The nature, severity, and duration of the
  impairment
• The activity or activities that the impairment
  limits
• The extent to which the impairment limits the
  employee's ability to perform the activity or
  activities
• How the impariment relates to the requested
  accommodation

32
The Reasonable Accommodation Process

• The employer is NOT entitled to request
  information regarding
• General medical information
• Medical conditions or impairments unrelated to
  the reasonable accommodation request

33
The Reasonable Accommodation Process Step by Step

• Step 1 The Request for a Reasonable
  Accommodation
• Step 2 The employer may seek limited medical
  information if the need for the accommodation
  and/or the disability apparent. This
  documentation should be limited in scope to
  coincide with the accommodation request
• Step 3 The Interactive Process. Does the
  employer agree that the accommodation is
  reasonable and effective? Do other possible
  accommodations need to be examined?

34
The Reasonable Accommodation Process Step by Step

• Step 4 Utilize available resources in
  determining an effective accommodation (e.g.
  EEOC, JAN, DRS, others).
• Step 5 If an effective, reasonable
  accommodation is agreed upon, it should be
  implemented and there should be follow-up to
  ensure its effectiveness

35
Pre-Employment Accommodations

• Application/Interview Process
• Providing someone to read or interpret
  application materials
• Demonstrating, rather than describing what the
  job requires
• Modifying tests, training materials, testing
  time, and/or policy manuals
• Replacing a written test with a more extensive
  interview which allows the individual to
  demonstrate their knowledge/skills at the work
  site
• Allowing individual to have a support person
  present during the interview

36
Employment Accommodations

• To do the job
• Job restructuring
• Shifting/changing non-essential job functions to
  other employees
• Learning the job
• Supervisor break job tasks into sequential steps
• Additional time to complete training
• Provide instructions at a slower pace (not
  everything at the same time, etc.)
• Use pictures, charts, colors, etc. as cues

37
Employment Accommodations

• Job Coach
• An employer is probably not required to provide a
  job coach throughout employment process but would
  need to consider as part of learning the job
• Employer must consider allowing a Job Coach to
  work with the employee and modify policy if
  necessary (i.e. Allow non-employee in restricted
  areas, etc.)
• Use of internal supports for employee (assign
  staff to work one-on-one when learning new tasks
  and to serve as support to the staff person)

38
Employment Accommodations

• Modified Work Schedule
• Allow flexibility in schedule based on use of
  public transportation or side effects of
  medication, etc.
• Flexible arrival/departure times
• Break periods for rest/taking medications, etc.
• Allow time off or adjustment in schedule to
  attend counseling, treatment or other meetings
  related to the disability
• Part Time versus Full Time if reasonable

39
Employment Accommodations

• Acquisition or Modification of Equipment or
  Devices
• Tape recorder to record/review instructions
• Large button telephone
• PDA (Personal digital assistant) to allow for
  supervisor to record instructions or use of video
  to demonstrate tasks that can be retrieved by
  employee when needed during course of work day
• Use of color to mark files/bins/controls
• Simplified instructions using diagrams, etc. for
  operating machinery

40
Employment Accommodations

• Modification of Supervisory Process
• Review tasks to be completed on daily basis and
  provide in writing versus orally
• Supervisor providing a demonstration of what
  needs to be done versus describing orally what
  the employee is expected to do
• More frequent feedback regarding performance
• Allowing individual to bring someone to support
  them during review of performance or disciplinary
  meetings

41
Employment Accommodations

• Modification of Policy/Procedure
• Workplace conduct rules
• Modify those that are not job related and
  consistent with business necessity
• Never required to tolerate violent or abusive
  behaviors that are inconsistent with uniformly
  applied conduct rules

42
The Family Medical Leave Act

• The FMLA,
• Family Values, and Disability

43
Reasons for FMLA Leave

• Covered employees are entitled to up to 12 weeks
  of medical leave for any of the following
  reasons
• The birth and care of a newborn child
• Placement with the employee of a son or daughter
  for adoption or foster care
• To care for an immediate family member (spouse,
  child, or parent) with a serious health
  condition or
• To take medical leave when the employee is unable
  to work because of a serious health condition.

44
FMLA Leave

• FMLA Leave Provides
• Up to 12 weeks of leave in a 12 month period (The
  12 weeks may be taken intermittently)
• Maintenance of Health Care Coverage
• Job Protection
• FMLA Leave is usually unpaid  

45
FMLA Employee Coverage

• The Employee (Worker) must meet all of these
  conditions to be protected by the FMLA
• Working at a covered employer
• Worked for the employer for 12 months.
• (The 12 months do not have to be consecutive)
• and
• Performed 1250 hours of work during those 12
  months

46
FMLA ADA Interplay

• As a Reasonable Accommodation
• under the ADA, FMLA Leave may be
• Extended beyond 12 weeks
• Given to an employee who is otherwise not
  eligible under the FMLA and/or
• Given as paid leave

47
Confidentiality

• All information about disability and
  accommodations must be kept in a separate medical
  file, not the personnel file.
• Information can be available to supervisors and
  management personnel on a need to know basis

48
Harassment

• Pervasive or severe and affecting a term,
  condition, or privilege of employment
• Employer knew or should have known, and failed to
  take remedial action
• Based on disability

49
Other Issues

• Harassment
• Employer required to maintain harassment free
  workplace for all employees
• Disability awareness training may be necessary to
  address attitudes, stereotypes, etc. of other
  employees
• Employer is responsible to actions taken in the
  workplace by other employees and can be held
  accountable for harassment based on disability

50
ADA Emerging Issues

• Disability Harassment
• Working at home as a reasonable accommodation
• Requirements to be Whole or 100 Healed to
  Return to Work
• Temporary Workers
• Websites
• Harassment by co-workers and/or supervisors
• Retaliation

51
Remedies

• A Complaint or Charged can be filed under
  applicable Federal, State, or local law at
• Chicago Commission on Human Relations
• Cook County Commission on Human Rights
• Illinois Department of Human Rights
• U.S. Equal Employment Opportunity Commission

52
Accommodations and the ADA How do they differ
between high school and post-secondary education?
53
Legal Protections for Students with Disabilities

• IDEA as amended
• Rehabilitation Act of 1973 - Section 504
• Americans with Disabilities Act of 1990
• Civil Rights Act of l964, Title VII as amended in
  l991
• State Civil Rights Laws Architectural
  Accessibility Requirements

54
IDEA, ADA, Section 504

• IDEA is a law which mandates access to a free
  appropriate public education for qualified
  individuals with disabilities.
• Limited to elementary and secondary education
• Section 504 of the Rehabilitation Act prohibits
  discrimination on the basis of disability in
  federally funded programs
• Applies to programs operated by recipients of
  federal funds including education
• ADA is a civil rights law and based on
  non-discrimination on the basis of a disability
  regardless of age.
• Applies to broad range of programs and activities
  including education

55
ADA
Section 504
IDEA
56
Definition of Disability ADA/504

• Anyone with a physical or mental impairment that
  substantially limits one or more major life
  activities
• Anyone with a record of such an impairment
• Anyone who is regarded as having such an
  impairment
• Also protected are individuals associated with
  persons with disabilities (i.e. spouse, child,
  etc.)

57
What is Required? - IDEA

• Transition Services - "a coordinated set of
  activities for a student, designed within an
  outcome-oriented process, which promotes movement
  from school to post-school activities."
• Includes
• post-secondary education
• vocational training
• integrated employment (including supported
  employment)
• continuing and adult education
• adult services
• independent living or community participation."

58
What is Required? ADA/504

• Non-discrimination in admission and practices and
  procedures based on disability
• Reasonable Modification of policies and
  procedures to ensure equal access to the goods
  and services provided unless it would result in a
  fundamental alteration of the program or
  service
• Reasonable accommodations to qualified
  individuals to ensure equal access to the
  programs, services and activities unless it would
  pose a fundamental alteration of a program or an
  undue hardship or burden

59
What is NOT Required? ADA/504

• Not Required are
• Exemption from a course or degree requirement
• Specialized or Personal services
• Fundamental Alterations (Services not provided to
  students without disabilities)
• Actions that are an undue hardship
• Assistance for unqualified individuals
• Actions that result in a direct threat to the
  health or safety of the individual or others.

60
Qualified Individual

• Meets the established eligibility criteria or
  able to perform the essential functions of the
  role/position (including the role of a student)

61
Reasonable Accommodation

• Modification or adjustment to a entrance/course
  requirement, the classroom environment, or the
  way things usually are done.

62
Modification of Policies or Procedures

• Reasonable modification to allow for equal
  opportunity or access unless it would
  fundamentally alter the nature of the program,
  activity or service

63
Auxiliary Aids and Services

• Ensure effective communication and participation
  for students and program participants
  Communication Access
• Examples
• Qualified Interpreters
• TTYs or Relay Services
• Assistive Listening Devices
• Captioning Services
• Alternative Formats
• Large Print
• Braille
• Electronic
• Audio

64
Electronic Media Accessibility Web sites,
Course Materials, Educational Tools (videos,
courseware, distance learning methods, etc.),
Kiosks
65
Special Equipment or Services

• Portable (laptop) computers
• Special software (time and project management)
• Reference/Referral services
• Tape recorders
• Assistive listening devices
• Student buddies
• Mentors

• Note takers or scribes
• ASL Interpreters
• Utilization of word recognition software
• Utilization of electronic thesaurus or Dictionary
• Provide instructions or information on audio tape
• Large Print
• Captioning

66
Additional Possible Accommodations

• Additional time to complete tasks
• Providing information in verbal versus written
  format
• Repeating information to assure comprehension
• Extended time to access resources, utilize
  services
• Extra tutoring or training
• Quiet areas free from distraction
• Assistance to verify information

67
Additional Possible Accommodations

• Visual and verbal prompting.
• Repetition of information
• Longer time span to complete tasks
• Specific systematic instruction from staff
• Picture cues for completing tasks
• Simplified displays of information
• Behavioral Management Strategies
• Redirecting activity
• Quiet Areas

68
What Are Not Reasonable Accommodations

• Fundamentally altering a course requirement
• Violent or abusive behaviors
• Non-adherence to policy and procedure that is
  consistent with educational program
• Personal services such as toileting, clothing
  management, feeding, medications, etc.
• Personal devices such as wheelchairs or hearing
  aids

69
DEFENSES

• Fundamental Alteration of the Program or Activity
• Undue Burden or Hardship
• Administrative
• Financial
• Direct Threat To Self or Others
• Cannot be eliminated or reduced through
  reasonable accommodation

70
Documentation

• Provided to substantiate that an individual is a
  person with a disability under the ADA or 504 and
  that the requested accommodation relates to the
  impairment/limitation
• Information must be current. Critical that there
  is documentation to show that accommodations have
  been provided and that there is documentation
  that can substantiate the need for the
  accommodation.
• Unnecessary inquiry prohibited when the need for
  accommodation is obvious or previously known
• Provide information early

71
Documentation

• Documentation may be provided to one central
  office (i.e. Disability Services Office). An
  teacher/instructor only needs to know that
  student qualifies for an accommodation unless
  there are safety concerns where more information
  is needed to manage the situation

72
Confidentiality

• Medical records must be kept confidential and
  access limited to individuals who need to know
  for purposes of determining eligibility for
  accommodation or safety related issues

73
Whos Responsibility is it?

• Educational Institution
• responsible to assure that qualified students
  receive appropriate accommodations to be
  successful in classroom and other degree
  requirements
• responsible for providing auxiliary aids and
  services to ensure participation

74
Whos Responsibility is it?

• Student
• Responsible for identifying the need for
  accommodation and engaging in interactive process
  to determine appropriate accommodation prior to
  engaging in academic or other activities.
• Difficult to come back after the fact and request
  exemption or retake, etc. based on disability
  unless an accommodation was previously denied.
• Responsible for providing documentation to
  substantiate disability and need for
  accommodations in a timely manner

75
Remedies

• Informal
• Use internal grievance procedure
• Engage in informal negotiation with parties
  involved
• Formal
• File a Complaint in Federal Court
• US Department of Justice (DOJ), Office of Civil
  Rights
• Down Load Complaint Form at www.ada.gov
• 800-514-0301 (V) or 800-514-0383 (TTY)
• US Dept. of Education, Office of Civil Rights
  (OCR),
• On-line complaint form at
• www.ed.gov/ocr/complaintprocess.html
• Contact Regional Office 312-886-8434
• 111 North Canal Street, Suite 1053 Chicago, IL
  60606

76
Disability-Related Statistics

• "Get your facts first, and then you can distort
  them as much as you please."
• Mark Twain

There are white lies, damn lies, and
statistics. Will Rogers
77
Statistics From 2004 Harris / N.O.D. Survey
Subject People With People W/O
a Disability a Disability Employment (Work FT or
PT) 35 78 Prefer to be working 63
42 Education (HS Graduate) 79
89 Income (15,000 or less) 26
9 Transportation Problems 31 13 Voted
in 2000 41 51 Health Care
Problems 18 7 Socializing
(2X/Month) 79 89 Life
Satisfaction 34 61
78
Additional Statistics

• 20 of the U.S. population has a disability.
  Almost half of these people, 26 million, have a
  severe disability.
• The percentage of adults with disabilities who
  work has not improved much since 1986 (30-35).
• 22 (formerly 36) of employed people with
  disabilities say they have encountered workplace
  discrimination.
• 90 of people who have heard of the ADA support
  it.
• People with Disabilities were asked
• Has the ADA made your life better?
• 30 - Yes 1 - Worse 64 - No
  difference

79
Job Accommodation Network (JAN) Statistics

• Reasonable Accommodation Costs vs. Benefits
• 20 cost nothing
• Over 70 cost 500 or less
• Median Cost 250

Benefit to the Company 35 for each 1 spent
on Reasonable Accommodations
80
Company Benefits from Accommodations
Hired or retained a qualified employee 56 Elim
inated cost of new employee training 31 Saved
insurance costs 38 Increased the worker's
productivity 54 Other 25 (Note
This total over 100 as companies often
experience more than one benefit)
81
Employment Rates

• 2.5 million people with intellectual disability
  (1 of the population)
• 31 employment rate
• 82 earn less than 5.50 hour (mean 4.87)
• 25 working full time (39 work 20 hours or less)

Source Institute for Community Inclusion
82
Resource Information
83
Resources

• Equip For Equality
• www.equipforequality.org
• Great Lakes ADA Center   www.adagreatlakes.org
• Job Accommodation Network
• www.jan.wvu.edu
• U.S. Department of Justice ADA Home Page
  www.usdoj.gov/crt/adahom1.htm
• Equal Employment Opportunity Commission
• www.eeoc.gov

84
MoreResources

• IL Division of Rehabilitation Services - DRS
  www.state.il.us/agency/dhs
• Office of the Illinois Attorney
  General www.ag.state.il.us
• Mayors Office for People with Disabilities
  www.ci.chi.il.us/Disabilities
• Ability Links www.abilitylinks.org
• Social Security Administration / Ticket to Hire
• www.ssa.gov/work/Ticket/TicketHire

85
Resources

• Equip For Equality www.equipforequality.org
• Illinois ADA Project at Equip
  For Equality www.ADA-IL.org
• Job Accommodation Network www.jan.wvu.edu
• Equal Employment Opportunity Commission
  www.eeoc.gov
• Division or Rehabilitation Services
  DRS www.state.il.us/agency/dhs

86
MoreResources

• Ability Links www.abilitylinks.org
• Mayors Office for People with Disabilities
  www.ci.chi.il.us/Disabilities
• Ticket to Work / Employment Networks
• EFE or www.yourticketowork.com
• Social Security Administration / Ticket to Hire
• www.ssa.gov/work/Ticket/TicketHire
• Great Lakes Technical Assistance Center  
  www.adagreatlakes.org

87
Resources for More Information

• National Dissemination Center for Children with
  Disabilities (NICHCY)
• 800-695-0285
• www.nichcy.org
• U.S. Department of Education
• Office of Civil Rights
• 1-800-421-3481
• http//www.ed.gov

88
More Resources

• Great Lakes ADA and Accessible IT Center
• 1-800-949-4232
• http//www.adagreatlakes.org
• AccessIT
• http//www.u.wash.edu/accessit
• U.S. Department of Justice
• 1-800-514-0301
• http//www. ada.gov

89
More Resources

• HEATH Resource Center National Clearing House
  on Postsecondary Education For Individuals with
  Disabilities
• 800-544-3284
• http//www.heath.gwu.edu
• Association of Higher Education and Disability
  (AHEAD)
• 1-614-488-4972
• http//www.ahead.org

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REQUESTING AN ACCOMMODATION AT WORK AND COLLEGE

• THE END