Disabilities Services Training

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Disabilities Services Training
Peter de Haan
Equal Opportunity Officer
Agency for Workforce Innovation

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The Disability Specialist
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You may have said to yourself
(or to your boss),
Im going to be the WHAT???
Well, . . .
. . . what is the role of the disability
specialist?
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The role of the disability specialist

• Customer assistance
• Staff resource person
• Liaison

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2000 Census data for Florida show
Of the civilian, non-institutionalized
population, ages 21 to 64
21.9 reported having a disability.
(1,914,507 people)
Of those (ages 21 to 64), whose disability allows
them to work outside the home
58.2 of the women
(196,181 women)
47.4 of the men
(149,709 men)
reported being unemployed.
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What are some disabilities?
(Go ahead name some.)
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Did you consider learning disabilities?

• 50 to 80 of adults with low reading skills
  (below the 5th- to 7th-grade level) may have a
  learning disability
• 15 to 23 of the individuals in federally funded
  job-training programs may have a learning
  disability and
• 25 to 40 of the individuals on welfare may have
  learning disabilities.

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Key terms
Disability
Qualified individual with a disability
Essential functions
Reasonable accommodation
Reasonable modification
Fundamental alteration
Has a record of such an impairment
Is regarded as having such an impairment
Substantially limits
Major life activities
Physical or mental impairment
Qualification standards
Undue hardship
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These key terms are defined and discussed in a
guidance paper based on federal law and
regulation. It was prepared by the Office for
Civil Rights (OCR) in the Agency for Workforce
Innovation.
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Guidelines for Compliance with the Americans with
Disabilities Act of 1990
and Section 504 of the Rehabilitation Act of 1973
(a guidance paper)
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This guidance paper is designed to assist
one-stop and service-provider staff in providing
services to individuals with disabilities. It is
available on the Internet at www.floridajobs.org
/pdg/guidancepapers/04aADACompGuid042604.rtf.
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Program accessibility
The Section 188 Disability Checklist
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The Section 188 Disability Checklist is designed
to assess compliance with applicable laws and
regulations in programs receiving federal
financial assistance under the Workforce
Investment Act of 1998.
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The checklist focuses on policies, procedures and
activities designed to ensure programs and
services are accessible to individuals with
disabilities.
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The checklist is available through the OCR web
site at www.floridajobs.org/civilrights/moa/WIA
20Disability20Checklist.doc.
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Facility accessibility
The Facility Accessibility Survey
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What are some priorities in facility
accessibility?
(Go ahead suggest some.)
Whom might you ask?

• Customers.
• Community-based organizations.
• Public- and private-sector agencies.

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Some priorities might be

• Clearly identified and accessible parking.
• Clearly identified building access.
• Clearly identified and accessible rest rooms.
• Helpful and knowledgeable staff.

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When looking at access to your facilities, think
about people who have . . .
. . . mobility impairments.
. . . vision impairments.
. . . hearing impairments.
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The OCR recommends that two people do the
facility-accessibility check one to measure and
one to complete the checklist.
In some instances Florida
accessibility requirements are more stringent
than the federal requirements.
Reserved parking for people with disabilities is
one such area.
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The facility-accessibility checklist is available
through the OCR web site at
www.floridajobs.org/pdg/ada/adachecklist.htm.
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Here are some examples of measurement guides and
diagrams found in the checklist.
It takes time to understand them. Dont give up!
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Measurement conventions used in the checklist
diagrams.
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Attachment to Section F (Doors)
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Attachment to Section F (Doors)
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Lavatories (washbowls)
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Rest room stalls
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Grab bars and handrails
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Elevators
Doors in the center
Door to one side
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Some suggestions about disability etiquette
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Always use person-first language.
A person with a disability
or
people with disabilities
. . . and not the disabled.
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Offering assistance to a person with a disability

• It is okay to offer assistance.
• Ask before providing assistance.
• Once the offer of assistance has been accepted,
• ask for instructions and
• clarify what kind of assistance the person wants.

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Disability etiquette for persons with . . .
. . . mobility impairments.
. . . mobility impairments.
. . . vision impairments.
. . . vision impairments.
. . . hearing impairments.
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For persons with mobility impairments
(for example a person using a wheelchair)

• Ask if you may assist.
• Make certain the route of travel is clear.
• Remove a chair, if necessary, so the person can
  position her or his chair comfortably (at a
  table, in the audience, etc.)
• When conversing with the person, position
  yourself at his or her eye level.

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For persons with vision impairments
(for example blindness)

• Ask if you may assist.
• Offer your arm for the person to hold on to.
  Dont take the person by the arm.
• Let the person know when there is a step,
  doorsill, or other obstruction.
• When taking the person to her or his seat, place
  her or his hand on the back or arm of the chair.

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For persons with hearing impairments

• Speak distinctly.
• Speak at a moderate rate.
• Speak directly to the person (and not to an
  interpreter who is signing for the person).
• Avoid using a lot of gestures (talking with
  your hands).

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Resources
The OCR web site has a link to a wealth of
information about serving individuals with
disabilities. Go to
www.floridajobs.org/civilrights/ocr_disabilities.h
tm.
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The Southeast Regional Office of the Disability
and Business Technical Assistance Center has a
great web-based course At Your Service
Welcoming Customers with Disabilities.
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• Its free.
• You register on line.
• You can complete the course a little at a time.
  (It takes about 4 hours to complete the entire
  course.)

Go to www.sedbtac.org. Then look under
Webcourses on the home page.
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The Civil Rights Center in the U.S. Department of
Labor has prepared some exercises about serving
individuals with disabilities.
Here are two.
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• Exercise 1 Is this person protected from
  discrimination under federal disability
  nondiscrimination law?

Click here to get a copy of the exercise!

• Exercise 2 Is this a lawful instance of
  segregation? (because of disability)

Click here to get a copy of the exercise!
Later, well show you where to find the trainers
versions.
(They have the answers and an explanation for
each answer.)
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When completing the exercises, we perform several
tests that is, we consider a number of factors.
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Exercise 1
Is this person protected under federal disability
nondiscrimi-nation law?
The tests
1. Does the individual have a physical or
mental impairment?
2. Does the impairment affect a major life
activity?
3. Is the individual substantially limited by
this impairment?
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Exercise 2
Is this a lawful instance of segregation?
(because of disability)
The tests
1. Is it necessary?
1. Is it (segregated service) necessary?
2. Is it as effective?
3. Is it as a result of an individualized
assessment?
4. Is the customer given options?
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If you need help with the exercises, or just want
to check your answers, get the trainers versions.
Exercise 1
click on the buttons
Exercise 2
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Thats a wrap!
Feel free to contact the OCR

• Civil.Rights_at_awi.state.fl.us.
• [phone]
• TTY (via the Florida Relay Service) 711

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. . . and be sure to check out the OCR web site
www.floridajobs.org/civilrights/index.htm.
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