Accommodating Employees with Mental Health Disabilities in Higher Education

Accommodating Employees with Mental Health Disabilities in Higher Education

September 17, 2019 0 By Ronny Jaskolski


welcome to today’s webinar on
accommodating and fully mental health disabilities higher
education I would like to turn the meeting briefly
to Katia Albanese to give it a few housekeeping
detail thank you out and I’m sorry about that short delay we’re
just gonna kick things off a few housekeeping point for all
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what better way let’s get into the subject at hand I’m
turning think back over to Carol arrow thanks so
much cut yeah before I continue with my
remarks let’s just take a quick look at our agenda I had description oda and her Carolina for speaker will
provide a broad you and legal framework on accommodation for
people with mental health disability in higher education speaker will drill
down accommodation followed by a discussion where we want to hear from you this
webinar make possible under a sticky here
alliance agreement truly artistic Disability Employment
Policy Manager cabinet a study in the US Department
labor and perk higher education recruitment
consortium own mission is to develop in insurance
policies and practices to increase employment opportunities for
talented workers with disabilities her as many no is a non-profit
consortium over 600 colleges universities hospital research lab government agencies and related
organizations with a member-based over 3 out in HR faculty affairs and diversity officers consortium members share
commitment tiring divers intelligence tasks
including individuals with disabilities signed
April 29th 2013 Rio de per Alliance promotes employment talented
candidates with disabilities and higher education community under
this alliance to previous webinars were held which
time he may have participated in disability the University and disclosure and accommodation through
this alliance we learn many you are speaking practical
guidance and strategies to respond competently reasonable accommodation requests print
buoys mental health disability as we know not
all disabilities are visible therefore it is important
for HR professionals and others involved in hiring and
redeploying town understand how to respond to the needs
of all individual including those with mental health
disabilities and undistinguished prisoners you are about
to me you will learn and activist well-planned process fundamental to making a
reasonable accommodation and now I’m like turn it back over to cut yes %uh who is
going to contact her first poll question thank you Carol you gotta be interesting to get
offensive who we are who we have with us here
today so we’re going to prevent first audience all free to take a moment to let us know
who you are all feature as I mentioned earlier it’s
just displayed on the right side of your
screen from simply choose running the at wanna be
available to rate then and then select submit button on the
bottom right hand of your screen to record your response your choices are are you an HR professional added institution higher education an HR
professional at another type of organization educator and employees or job seeker a
representative of the federal government or other you have about 30 March 2nd to respond I strongly encourage that
everyone listening freeze a comment you provide your response you I’ll call about 10 seconds we will close to call
and then it will take a second to generate responses when we will let you know who
we have joining of of for polar out ’cause me s generate a response and everywhere funny seven-percent are on hand I themselves in a topic that’s all at
honest higher education about nineteen percent are from a
different type of organization but me Sarsfield we also have outfit process from federal government I 5 percent educators 4 percent for a new job seekers so with that when
attorney over to not at I’m going to take over for Scuderia fear event okay and I’m now it’s my pleasure to
introduce our speakers are for speaker today is John decamp president CEO Viscardi an hour a network of nonprofit
organization provide a life span services educate your schooling and
empower children and adults with disabilities on this organization is based in Alberta
New York john is a graduate of georgetown
university and received his law degree from
Washburn University School of Law you’re well-respected leader in a
disability movement and is known for his business
achievement so incorporate and nonprofit world John long and accomplished career
including numerous honors stands more than fifty years John will
discuss campus legal responsibilities to provide
accommodation three sources controller you can use in
the workplace and as recruiting tool and John will be
filed prior second speaker today after that Lori principal consultant with the job accommodation network and
JR the nation’s leading sources of
information on workplace accommodations and
disability employment issues I’m just tired at that determination experts in disability employment series
Jan X early ninety racial process and
education training program well uttered during at the National
researcher speaker wanted to do anymore I’m issues
cream accommodation caught as well as economic impact the
Americans with Disabilities Act today that will cover tight reasonable
accommodations Chris individuals with mental health disability as well that practices we are thrilled
to have John and with us today John thank you very
much Caroline thank you all for being a part of this
webinar on a very very important topic and one that is really an emerging issue
artwork also want to say thank you to Road apt and two Perkin were so
delighted that everyone is join AC large numbers of participants that are
on on this call and on this webinar from an employer viewpoint great alan is
found in people who represent many different age group new geographies and different work
experiences and skill sets and work life experiences well we want to develop our large in deep in rich talent pools for
recruitment and advancement from which you will draw your best workforce for
employees also will likely experience mental
health disabilities well working that may need an
accommodation and we cannot forget and I will hopefully put some %uh this
into into context finally an employer viewpoint i think is
that employers view employment as an
investment in human capital and they should not want to discard or discharge employees too quickly and
unnecessarily when accommodations and other kinda
found human resource practices can style which I and even benefit I that employees or many others to added test some context to this well-being
initiatives vis-a-vis the I’m reasonable
accommodations that that that will go into very deeply
benefit the entire work force whether they’re experiencing stress or mental health problem are not
dismissing just morley responsible and a morally
responsible thing to do from employment standpoint it also makes good business sent after all employees
who are feel valued and are engaged in their work are improving business
performance about half up HR professionals now
regularly engage with their staff gain by into mental well-being as the research group PMI Health Group
has revealed and around three-quarters up up HR
professionals say they hold informal discussions with the employees if they suspect here
she might be dealing with mental health problems and only seven percent said they would
do nothing and wait to be approached by the employees you can see that this is a an emerging area where much more
proactive behavior is much appreciated next flight
today’s discussion focuses on the intersection of higher education employees with mental health
disabilities and higher education I employer responsibilities to address
any of these issues as early inappropriately as possible
through the provision a reasonable accommodation as needed or
necessary next slide history have active 73 the ADA of 1990
and the ADA Amendments Act of 2008 do they protect people with mental
health disabilities from unlawful discrimination and require
employers to affirmatively accommodate reasonably the limitations of their disabilities
justing you see the big blue button that says yes that’s what it’s all about before we
move on I just wanna state that the term reasonable accommodation is a term that is borrowed from the area religious
discrimination dating back to the seventies and the case up TWA versus partisan which was a supreme court decision
around accommodating an individual’s religious beliefs this
whole framework was borrowed and use by drafters love the Rehabilitation Act and the Americans with Disabilities Act as they
applied the same principles too accommodating individuals with various
kinds of disabilities I think this framework now stretches
across all federal laws that affect people with
disabilities and employment and is used very
frequently in state law as well one word came from that’s where it came from next slide the
ADA ini eighty a definition of disability
includes people with mental illness Mead anyone hour or more %uh these three definitions a person
with a physical or mental impairment that substantially limits one or more major life activities a rectum a person who has a record up such
an impairment or person who is being regarded as
having such an impairment mental health impairment mental
impairment is defined by the ADA is quote any individual I’m sorry any
mental or psychological disorders such as
mental retardation and I put stick speak there because on use using the term mental retardation is
going out a paper obviously in to the favor intellectual
disabilities back to the quote organic brain stem around emotional or mental illness and
specific learning disabilities xlite just to see the to Brett definitions I just looked at
the Mayo Clinic I just finished a mental health
disabilities think it refers to a wide range of disorders that affect mood thinking and
behavior examples include depression anxiety disorder
schizophrenia eating disorders and addictive behaviors many think about Social Security
Administration and its men’s number of people with disabilities
that it it worse closely with name created 9 diagnostic
categories knows our organic mental disorders
schizophrenic Renea paranoid and other psychotic disorders
affective disorders intellectual disability anxiety-related disorders a metaphor
just disorders personality disorders
substance addiction disorders and autistic disorder and other
pervasive developmental disorders before we move on I just wanna note the
language were using today %uh mental health disabilities is
hopefully more progressive and positive or objectives rather than the more
procured termed mental disorders and mental illness when
we quote existing language from steamed organizations are federal
agencies will use their words but keep in mind the messaging you’re
sending out by using or choosing not to use
possibly negative terminology next slide please employers affirmative duty to make
reasonable accommodations employers must reasonably accommodate only if they know about one’s mental
health disabilities and conversely an employer not make
accommodations disability and the limitations I wish
they are not aware give but if an employee with an employer
known disability is having a hard time doing their job employer may ask whether the employee is
in need be reasonable accommodation even better good to great employers should be asking
every employee not just any employees having some
difficulty what can we do to assist you in being an even more
productive and effective employee in performing your job slightly if an employee has reason to know that
the M I’m sorry the employer has reason to
know that the employee has a disability it may have an obligation to initiate
discussions regarding reasonable accommodation but mostly it is the individual’s
responsibility to tell the employer that one is needed and about the a
disability about the disability for which it is
requested remember I said seven percent of employers today
initiate failed to initiate a discussion there holding back but ninety-three
percent do initiate employer may not ask
questions about medical or psychiatric history during the pre employment dates
such as interview and was initiated by the
applicant something that in the pre-employment stage it is very clear when you may or
may not discussed disability imprisoned most part there’s a general prohibition
about in the pre-employment stage initiating any inquiry up an
applicant about any disability next slide please you employer may ask you objective questions that help the
employer decide whether it’s essential job duties can be performed safely you an employer
may ask about one’s ability to meet physical standards for jobs involving physical labor your ability ok going to get along with people ability a
1-2 finish task long time and to be able to come to
work me every day in to meet certain time
requirements as long as these re: potential job
duties these are not essential job duties
employer may not ask about these times a Academy you for more information on just this
aspect of it indeed ass Jan dot or for example a reasonable
accommodations and soon you will here the country’s great experts bet
Lloyd about making reasonable accommodation xlite example covers higher education entities
obviously colleges and universities technical and vocational skills ma
online accredited schools of higher learning and schools in Institute that provides
certification for workplace skills as you know
lifelong learning is certainly something that we all now live
with and want people to maintain their building
to perform jobs to be certified in certain skill levels that might be
needed in new jobs that are created or at least new tasks within job so schools are Institute that provide certifications anytime would be expected to comply with these
regulations slide if you have any information or journey week questions are request
information please don’t hesitate to contact the
employer TA Center and party earlier mentioned our
website WWW dot ask around or my email us at ask ernet discarding Center or and you can’t we did us at as at the pound sign a hash tag ask on I just watched thank you all very much
I’ll be here for questions I’m gonna turn affect hot yet
now thank you you thank you john I as congressman from know our Twitter
handle is at ask term and we are live tweeting
today used had asked her and then join us on Twitter as well before turning don’t
really bad I have to talk about accommodations in a more specific level we’d like to talk to take I
another audience Paul so please tell us your organization
have a formal policy regarding how I’m playing should request
accommodations your choices for response are your organization I a form all policy regarding regarding
population request accommodation not have if I’m about the outlining how
inflation requesting accommodations are you are not for option is not
applicable screen choose one of these for responses on the
right side up here screen under the poll question you play about esteem second-class I’m real close all take a few seconds you register everyone’s respond election now you how everyone has fun over all right now closed bear with us for another moment waiting for our results and it looks like sixty-eight percent
are pretty and with responded in a survey have a
formal policy regarding how I’m playing should request
accommodations with that I’m going through can think over to pass me to move all
with representation that thank you and hello everyone and
I’m bathroom Jan and I’m here to talk to a bit about
mental health accommodations today I overarching theme for a today is just to reinforce that we don’t want
to discriminate right it it download year when he say it
then what it is when you actually try to
implement wanna much credit did a 3some kids own had to implement your policies
and procedures now under the Americans with
Disabilities Act we do have to provide reasonable accommodation note accommodations are performed in
order to help level the playing field for individuals with disabilities
including those with mental health impairment me it’s important to know that not
everyone with a mental health impairment needed accommodation many individual I especially individuals
with anxiety or depression never need an accommodation at work
think it’s important to establish that are transmitted from High Point Loma went to accommodate how to accommodate
and white accommodate next line 20 accommodate like many have
you have formal policies I regarding implementing bata and you know we want to make sure
that we engage in that interactive process every time somebody asks for an
accommodation and that’s really a detailed discussion where we look for solution that’s the
goal to find a solution to the situation next
line first and foremost we receive a lot a
bar called that someone doesn’t recognize that an
employee is requesting an accommodation the way is an accommodation requests
well this simple definition is where an applicant or employee asked for
something that needed because a medical condition now again seems simple but let’s look at
an example next line both situations related to
disclosure come out oh that poor performance discussion and that happen to be one day example
this was a technician whose discipline for poor performance and in response he said you know because
I have bipolar disorder I can’t concentrate with all these distractions let the bank is that and accommodation
request next time well argue that yet it is an
accommodation requests I she needs something at work she need a
quieter work environment on is you need something because a medical
condition bipolar disorder you next but the though again but so
good first and foremost or in the beginning
in the interactive process and that is wary someone Akron accommodation there are a
lot of different types of accommodations that we can talk to you about and what different accommodation
ideas taking company employees because the number one resource for
accommodation and know that he is is the employee him or herself me film it but I wouldn’t have a few ideas
I’m on accommodations related the
concentration so remember him fully and remember Jan
inner nerd resources there to help you fun solutions to your accommodation
issue and we could only give you legal information that we are going to be that technical did it on job accommodation
here’s an example there is that he is not next line just
because how late .1 on related to when we accommodate erlich got caution if you have grown bigger brothers
trainable one thing and that one thing is how to recognize an accommodation
requests conducted training I stronger on paper
about others make sure that they know when they get a
request they have to get administrators 88
coordinators in their team together try to find a solution make sure you put
someone in charge the situation base react quickly and try
to streamline its procedures and that she can’t because motive are called a question come from individual news
employers won’t communicate with them whether it’s higher education I’m or I you know it could be anything from I
lumber industry tonight educational entity to I you know legal firm I medical facility make sure a different one thing about you know and
make sure that you communicate with employees because once employees context
and they’re gonna ask what I can do we’re
gonna let him know how to file a complaint and that’s just that says a lot I have
to learn a lot of time had that we want to make sure that right
when accommodation process starts you have the right information said she can
proceed next like you how do we accommodate that
can only the biggest question really that the second
point on how late today and it we want to make sure that you
know which you can get in the process to help move forward with
the request next line when but it began it actually
doesn’t mean I can be very complicated when you’re trying to find a solution to
an accommodation requests you can a you basically need a
limitation the work related problem and try to find
some accommodation ID is they have to get
that information in a an employer you can get medical
documentation as john mentioned you have to do it certain stages I’m at
the employment situation you can find out when employees company
in app score every team accommodation you can find
out you know whether the employees have a disability what it didn’t do the is I’m and what
that employees me the accommodation poor you in other words what I problem employees
having a job that connects my Indian example the in the past service employees had
depression unit simply ask you not have to 10 face
to face meetings in office it really hurt him remotely an employee recently occurred in the
weeklong training remotely because their depression occasion was causing extreme 58 you
found it a good bit with mental health impairments welcome workers Google
medication where the medication change making baked days or even weeks for the person to take them to just the
medications this is not an unusual request is not just for mental health
impairment it for other conditions as well so good employees you know acted in a train remotely you I so does the employer have all the
information needed to process this request and in this case ok it next time how are you yes because
the employer Rd have been documented disability and that documented billion depression
in the employers also documented the needs any accommodation that medication causes to be and you know that this periodically happen
so it’s a the employer does it mean all the
information all over again and my advice to employers are you
getting little medical information as you can in order
to be able to proceed through the process because Alice told anyone and and I just
don’t think that you need it a you know get what you need enemies
forward to try to find that solutions next line you in here here summer I some accommodation ideas
related 50p I get that that he is not an uncommon
limitation that we deal with I can be terminating related to an
injury bareback condition or cancer treatment
over someone who’s had a stroke I so it happens a lot condition in nearly
as a temporary situation from word you know you can just make
some changes to the job and you know it will
help accommodate individual must be fully productive on it but i weird things like I am
flexible work environment providing a goal-oriented workload I in
finding ways to reduce the physical exertion or even the stress in the
workplace maybe just rearrange the day that you do
different things in the morning versus yesterday and we ought to do throw any information relating thereto
nomming no you wouldn’t necessarily think Rado it up a gear head that meant to help
their economic could be important that we’ve seen situations where and
very helpful next line you and now we move on to the house to
accommodate and and I just wanna summarizes held before we move on to the Y so we
want to make sure when we’re looking for how to
accommodate we want to get the information that you need to remember have to be related to medical condition
and you any information related to the essential functions as a job I’m and do you already have the medical
information why do you need a medical information be
sure that’s not happening for too much to put in your file in my book like I said Marie amount
possible made let’s move on to the next right
move on to wide accommodating and join him ok these
points and related to the ADA and why we should
accommodate the there are other point is well
situated accommodations are cost-effective school in our research shows that 57
percent have accommodations cause nothing to implement in other words they
don’t cut anymore many thing else at the workplace because for their with Manny red file folders to
help me organize would during the day have difficulty
organizing my employer is not going to pay more to
read file folders than they would for Manila file folders that’s what we mean by 57 percent cost
nothing not going to be any additional called to
providing that change now if there is one time ’cause a
typical causes five hundred dollars and Timmy governor
dollars’s small price to pay keeping an excellent
way next behind in that time hundred-dollar the I mean
what you’re doing with bad your your retaining employees and that means there’s not going to be
on hiring an advertising called finding another employee decide after addition it helps increases that employees
productivity is well others to work on that employees team
help improve attendance in in 18 give you any employer and a
higher education institution is your paper trail if a complaint is
ever file you will be able to document what
resources the GMB in the process though there are
benefits to making reasonable accommodations next time you and this is our last example and
missus on wear them more interesting one that
%uh pool to share with you today I this was one where the employer is
trying to save money the newspaper about their comes on new
supervisor decided that lettering believed to be allowed to work
at home anymore so wonderfully out to continue working at
home yeah during panic attacks from her
anxiety and we need him about it and know the
new policy and the new party no one works at home
you can take leave commented who are we thank you to take
aidid okay everywhere work at home blanket
policy and next time no modification a policy is a former reasonable accommodation and
one of the things that I 10+2 highlight in the training that idea
is that when you’re making me broad-based policies making these
changes be sure that you talking communicate
employees about them because there are probably people who work from home I as an accommodation to limitation should never disclosed before and they
just happen to be working at home in a burn accommodate
them seldom make never wanted to disclose to the employer to be aware we think alike implementing
a new information system I you know changing leave policies me me on quantifying how employees travel comment things like in for me in new
telephone system word like it is the work from home
policy make sure when you make changes to this
policy that the communique to head up time two individuals have the opportunity to
ask for accommodation I under the AT&T so what should you not
do p well you know it downtown simple again don’t say this is not how we do it mean were working from home
in a non how we’re going to do it com don’t really stick to certain
policies you know things like dress code I fragrance policy the policies understand that modify nosed policy the
form a reasonable accommodation internal within two other people who
have you point to have a team together you know people with different expertise
I can help you look for it tuition and you know don’t take into
account someone salary when you’re looking at the cost of
accommodation it it if you’re using caused a reason to not
make an accommodation has to be an auntie hardships to the
company there is no comparison to individual
sorry when you’re looking at accommodation
when next time me for panic attack to display the a few ideas on your accommodations now
that we’ve seen be very effective they help to reduce and panic attacks
for some individual course bikini a panic attacks in implementing commendation needed very
individual I any need to know what types of things
will trigger these attacks I in panic attacks in many cases can be
accommodated with different schedules I am knowing a flexible work environment
allowing employees to take a break I was here he feels uncomfortable in trying to remove different
environmental triggers are particular smolder noises I can trigger
panic attacks and even allowing the prison service
supporting animal might be helpful makes lines discounted summer on how I you know try not today no too quickly try to work through the process that you
have I will try to meet you wherever you are in
that process and nothing between earn NJ and you know we
can on the way to help me forward and work
together to find solutions that’s what we’re here for so you know take a look at the law take
a look at your policy focus on what could work i’ma should
change gauger ADA Coordinator at your higher education institution I important pieces to the powerful when you don’t have an idea the me daddy
is employees does first sometimes employees at medical
professional can be really helpful in determining
accommodation staying in don’t forget about Jane next time me it remember that you can always find conroy’s available now the best way to catch it he didn’t
ask Jan .org numbers you can call in Xi’an tech space
you can find us on Twitter you can Skype with the anywhere you want
to communicate and except for smoke signals in so we’ll
be there earlier and in with that I’ll turn it back over me
thank you thank you back now you’re now going to post no back back
following questions: and also give you an opportunity mir um submit your question aren’t you answers and EQ and out from display on the right side of
your screen first whole I’m were biased a me it’s our first call some
organizations have specialized accommodations I’m which basically for resources to pay for
accommodation are curious any your institute institution skin so
please tell us I’m and your organization have a centralized
accommodation fun not have a centralized accommodation fun
perhaps you are not sure are brass this is not applicable he did
not represent and flair screenplay come out like you
have about 30 seconds you completeness all kennel asking no organization have a centralized
accommodation I’m all reading for the whole to panache again encourage everyone post question in the
queue and lightbox with that time and then on our first call are final two just give that a moment you in our interest I you 0 majority of our participants 40 percent not have a centralized
comment accommodation fun but about 20 percent are persistent you know one another 35 and are not sure go to the next or in question please of kisses the
final audience poll for the day your organization have an employee
assistance program or he AP the AP’s health complaints
Press personal problems that may be affecting their job performance and while not necessarily consider the
competition since they are organizational and not individuals go tapu can be very beneficial translate
experiencing mental health issues so we are carrying
out your organization offer the AP services to it and playing now
responsible your organization have an employee
assistance program not have an employee assistance program
again perhaps you’re not sure perhaps this is not clickable if you do
not represent in class with that have about and stack em respond to the
call and now the poll is closed miss a moment
to generate a response you 0 as your organization happen to flee and you it looks like eighty-seven percent are participants who responded to the
call still in fact happened anything thank you so much for
participating in these all with us now we’re going to try it
over to put and for our presenter again I strongly
encourage you to screen post your questions in the queue in a box if we
are unable to get to all of them will be I’m forwarding them to our panelists and providing
responses on our website you will be directed to those responses
along with the archived events I’m in an email you receive in about a
week or so me with that I this question is for fast yes I on higher education environment simply people who work in a wide variety of
jobs in with many employees such as teaching research faculties having a high degree of
autonomy desperate and charges when it comes to the accommodation process an accredited can’t for John as can and think we can pose a challenge I
think it depends on culture higher education institution if it’s an
institution where different departments working in silos and don’t communicate action drag out the
accommodation process taking me to employ being frustrated by requesting an
accommodation and it goes from one person that’s going to take the weekday
remanded gonna get another person then good thing for all higher education
institutions trying to streamline that process I’m and break down the barriers
emancipation networking silo in a lot and arrive in in that I did environment for
accommodation really need to be modified in need to work as a team and try to get
that done as quickly as possible thank you that I’m ever another question actually I’m a clarification I something that you
said that I’m said I hear about correctly that an
employer ask what the disability is if the
employee has asked for an accommodation is in at like her that that’s a good
question is the I and Billy is an obvious and if the
employer does an RA have the information on file in the individual has requested
accommodation employer can get documentation and that documentation can include
information what the disability is Equal Employment Opportunity Commission
has also supported that it can be I information on the
diagnosis said the disability and and as
controversial I’m late it still I the the going thought that an employer
can get that diagnosis you but it’s a question yesterday him I’m John this question is for you many colleges and universities and
impact many players place a high value on workforce
diversity me you explain how ineffective
accommodation process for people with disabilities helps contribute to this certainly I’d I think you did expand the
opportunities for people with disabilities to enter the workplace into be promoted up in through the workplace
yeah adding many more people with disabilities to
employment I diversity is a a broad term and
disability is definitely a part of it and the unfortunate part of the last 25
years of the ADA is that the scene just very minimal increase in
the employment of people with disabilities so accommodations can be a a big help I to advancing the employment of people
with disabilities increasing burst we have quite a few
questions coming in from I here’s a question that I either you can
mansur I’m for I’m having a hard time
determining what truly an essential function other jobs versus what should
be modified an accommodation at what point does the
impact on the physician who works at me and and the work that needs to be
accomplished call you like it sure like tackle huggles burst best if
you don’t and I’ll just in on them I think this is
probably the crux love up many of the legal cases
that have been brought and some other confusion around it I do
believe it is very difficult at times for
employers to identify what are the essential functions up a
job and especially the smaller the employer more diverse and brought the I’m essential functions are a position %uh small employers still
covered by the ADA attack or the RIA backed with really be looked
at it would be a very wide-ranging you you look at that last item on the
job description and all other duties as assigned state was that really essential job
functions on employers one who defines the job and employers
the one who is responsible for I establishing what are the imminent the essential job functions and so and I think that is the issue and I know
you’re having difficulty with it but if you take on the position of being
inclusive in the way you go about hiring and that includes to include
people with disabilities you approach this very appropriate way that will bring
people with disabilities in and you will make reasonable
accommodations do them if they need it and returned follow up on that I get this question a lie really are
located am have bad things that in the highlight
when you’re trying to figure out what an essential function is any takers five different things in the
consideration in italy still pretty documentation in
older your job description would others I do in matters similar positions I what have others Don in this position
previously I would just keep her brother needed a
part in his dirty and what a current job analysis revealed would be is essential functions in
thankful for that there are some some i cant complicated question but I will throw it
out there I’m me where received information were not
regarding diagnosis qualifying under a BA through the processing
Adelaide paperwork sure the employer asks for additional
information to consider an accommodation or just use the information receive
throughout my mind John Deane take them in person you read
it okay but I think the key question in the
keeper the question is should a sure the is kinda want to raise questions where
like I said I think the least amount a medical information necessary if the bed
monitor to go by um good if the FMLA documentation is a same individuals that make the ADA decisions I give them the information
that they need in order to process an accommodation
request you have to look at it in the you’re being repetitive in
getting additional information now lot and it doesn’t give an employer
would be in Pelini’s employer needs a more specific
information different from what they have to mail a form to give you cutting it kinda depends on how you
process works in your company is involved in each process are they
different worded a overlap I’m and do you have
enough medical information from there in my
life forms in order to make I to move forward to the interactive
process with the ABA I call it the you don’t want to continue
Nancy same information over again me up which is dead that the employer always
reserves the right to obtain a primary and a secondary medical opinion about an individual’s
request me thank you so and I think we have time
for just one more question I’m miss one in fact as think you can
vote and so we’ll start with John many higher
education institutions are also a recipient of federal funds whether
through contractor research grants and post I’m West Virginia University paper acolytes comment after him discard
comfortable example so genetic impact identification
requirements relatives accommodation to they need to do anything different
know they should not need to do anything different if they’re
fully implementing the federal requirements a contract you’re
you’re asking for that you’re applying the same standard
missing using I’m processes to reasonably accommodate
individuals with disabilities this team the same commitment and game
obligation exists across federal funding sources
now that you agree it I green and West Virginia University
where was called in affirmative duty and we have several programs to help I at
these people would just deleting gay employees and we also have a mind national
programs day it’s been recognized related to
employing veterans with disabilities and I just think there’s an inherent higher standard with an educational
institution where anticipation need to be a model employer I’m you can certainly recreate wonderful
Eden through outreach in a disability community you
great I’m we only have a few minutes glad so with that I’m crying to I’m I think back over to Carol to wrap us up
for today and often just like to remind purchases
and that post in their questions we will be
responding through all the questions posted and
we’ll make that available on our website at earned got or thank you john and thank you best and
over Q carro thanks we’ve reached the entire time
today there will begin to wrap up assist in a
truly fun discussion and I hope everyone
learned a lot I know I did pumping a special note to
differ assistance with accommodation at any
point weather-related individual situation for
general policies or practices you can contact Jan and her colleagues
stand ready to help you Genesis excellent resource for all
employers adapter clear technical assistance
Tanner which helped produce today’s webinar off
to a great resource pertinent information on accommodation
as well actresses foster workplaces their
disability included fortunately both resources very easy to remember when I ass Chand or and astern not work John that you’ve been great really appreciate
you taking the time to participate today I know announcement artist immediately following the close today’s
event you’ll be asked to complete a survey
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continue to provide just webinars going forward course thank
you so much to our audience we hope you found
material presented today informative and you saw thank you again