Law, Health Policy & Disability Center
University of Iowa College of Law
http://disability.law.uiowa.edu/dpn/
and
The Burton Blatt Institute
Syracuse University
http://bbi.syr.edu
One–Stop Toolkit
Resources of the Week Technical Assistance Project E–Mail listserv
15 February 2007
Good morning everyone,
Below please find the web site and publication of the week, as well as other resources that we hope will be useful as you work on systems change activities to help improve employment opportunities for persons with disabilities.
To subscribe and / or view past resources of the week archives, access: www.onestoptoolkit.org and click on the link to "Resources of the Week" on the right hand side of the home page.
To view an indexed list of the resources of the week by subject matter, visit the L.P.H.D.C. web site at http://disability.law.uiowa.edu/lhpdc/resources/wig/default.asp. It currently includes 20 categories, covering over 300 annotated references. Each category opens to a new window with each Resource of the Week which covered material in that area.
Have a good day and weekend!
Laura Farah
Program Associate
Law, Health Policy & Disability Center
University of Iowa College of Law
P: 617–489–0086
F: 617–489–1374
[ E–mail Lgleneck@mail.law.uiowa.edu ]
[ E–mail LFarah8@aol.com ]
[ http://www.onestoptoolkit.org ]
[The full announcement is located under the section heading "Resources of Interest."]
Navigators work to develop strong linkages with the Social Security Administration and S.S.I. / S.S.D.I. Benefit Specialists (currently called the Work Incentive Planning Assistance Programs). Navigators also coordinate training for One–Stop staff to learn about the importance of benefits counseling for customers receiving S.S.I. / S.S.D.I. who are returning to work, and many have helped to establish co–location of Benefit Specialists in the One–Stop centers. These efforts continue to be crucial for individuals with disabilities to have accurate information about work incentives and make informed decisions about work. The T–TAP (Training and Technical Assistance for Providers) conducted a national survey of Community Rehabilitation Programs and found that almost 60% of the respondents felt that loss of benefits was a barrier to employment, and individuals with disabilities, their family members, and community rehabilitation staff need accurate information and guidance on the potential impact of earnings on benefits. This Fact Sheet will address common questions regarding how work in an integrated community job may impact an individual’s benefits. Readers are reminded that the impact of work on benefits varies on a case–by–case basis and assistance from a trained benefits specialist is always recommended to ensure that the advice given to an individual and his or her family is accurate.
Over fifteen breakout sessions organized in strands on employment supports, community living, inclusive education, positive behavior support and other topics. Featuring internationally renowned speakers such as
Access the U.R.L. for more information including a conference brochure and registration.
The Bridges to Employment Conference is a national event that brings employers, jobseekers and Latino and disability service providers together to help connect Latinos with disabilities to employment opportunities. The program features a unique mix of informative workshops and roundtables that address topics including the effects of recent legislation on jobseekers, employers and service providers; assistive technology in the workplace; disability employment rights; employer narratives about how to recruit / employ people with disabilities; financial literacy and asset–building for jobseekers, and more.
The conference registration fee is $150. Scholarships are available to cover the registration fee for low–income / unemployed Latinos.
The conference is put on by Proyecto Visión, national technical assistance center on employment funded by the Department of Education’s Rehabilitation Services Administration based at the World Institute on Disability, in partnership with Best Buddies and Presenting Sponsor AT&T.
Access the U.R.L. for more information including registration.
The S.H.R.M. (Society for Human Resource Management) Annual Conference & Exposition offers the most comprehensive and relevant professional development programs. This conference offers world–class keynote speakers, over one hundred concurrent sessions, and numerous networking opportunities.
Access the U.R.L. for more information including registration and networking and special activities.
In addition to the annual conference, S.H.R.M. is also offering the following conferences in 2007 (for more information on any of these meetings, access: http://www.shrm.org/conferences/ [ Get free Adobe Reader ].
Join us for unique educational sessions focusing on the most compelling employment law, compliance and legislative issues facing today’s workplace. Take advantage of this rare opportunity to visit the congressional office of your senators and / or representatives. Read more ....
Acquire the knowledge, resources and professional network that you and your organization need to respond to the changing global workplace environment. Join and network with hundreds of other H.R. professionals from around the world for strategic discussions, workshops and presentations about global H.R. practices and issues. Read more ....
Attend the one and only conference dedicated to H.R. professionals specializing in employment and staffing. This event is specifically designed to focus on the distinctive interests and professional development needs of employment professionals. Read more ....
[The following information has been excerpted from the website.]
ODEP is committed to making the workforce more accessible to individuals with a range of communication challenges, including but not limited to individuals who are Deaf, Hard of Hearing or Deaf / Blind, individuals with Speech Impairment, Limited English Proficiency, and / or Late Deafened Adults.
There are various communication methods available to facilitate conversations between / among people with such communication challenges. Some individuals communicate entirely through American Sign Language. On the other hand, some individuals are able to speak orally and do not need sign language interpreting service. It is extremely important to keep in mind that no two Deaf or Hard of Hearing individuals are the same in any aspect; the degree of hearing loss, communication method, and use of assistive technology varies from person to person.
Several policies exist that are intended to ensure equal access to programs and services for individuals who are Deaf or hard of hearing or who experience other communication challenges. These include:
The Workforce Investment Act (W.I.A.) provides Americans, including individuals with disabilities, the opportunity to enhance their employment skills and gain tools to enter the workforce. Section 188 of the Workforce Investment Act prohibits discrimination against all persons, including individuals with disabilities
(http://www.dol.gov/oasam/regs/statutes/sec188.htm) Section 188 of the W.I.A. ensures non–discrimination and equal opportunity for various categories of persons, including persons with disabilities, who apply for and participate in programs and activities under W.I.A..
The U.S. Department of Labor has released a technical assistance document, the Section 188 Checklist (http://www.dol.gov/oasam/programs/crc/WIASection188DisabilityChecklist.htm), which provides examples of what can be done to implement the requirements of Section 188. The 2.1 element (http://www.dol.gov/oasam/programs/crc/section188.htm#element2) in the checklist specifically discusses examples of how to make information accessible to Deaf and Hard of Hearing people. The 5.5 element (http://www.dol.gov/oasam/programs/crc/section188.htm#element5) in the checklist is a list of questions that serves as a guide for Workforce Development staff to ensure that the One–Stop Career Center is accessible for customers who are Deaf and / or Hard of Hearing or have other communication barriers.
Title IV of the Americans with Disabilities Act (A.D.A.), Telecommunications Services for Hearing–Impaired and Speech–Impaired Individuals, (http://www.fcc.gov/cgb/consumerfacts/trs.html) ensures non–discrimination in telecommunications services for hearing–impaired and speech–impaired individuals. This is intended to enable individuals with communication challenges to communicate with hearing people over the telephone. The Federal Communications Commission (F.C.C.) oversees the Telecommunications Relay Service (T.R.S.): http://www.fcc.gov/cgb/dro/trs.html. F.C.C. has information on different types of relay services. Telecommunications companies offering telephone service to the general public must have telephone relay service available to individuals who use telecommunication devices for the deaf (T.T.Ys.) or similar devices. Title IV of the A.D.A. requires common carriers (telephone companies) to establish inter–state and intra–state telecommunications relay services (T.R.S.) 24 hours a day, 7 days a week.
The National Exchange Carrier Association (NECA) administers the Federal Communications Commission’s access charge plan for funding the Telecommunications Relay Services across the nation. The NECA submits the payment formula and fund size estimate for the visit the ODEP Fact Sheet on Relay Services: Linking the Deaf and Hard of Hearing to the Workforce (http://www.dol.gov/odep/categories/workforce/rs_factsheet.htm).
T–TAP (Training and Technical Assistance for Providers) conducted a national survey of Community Rehabilitation Programs asking them their opinion regarding what factors maintain sub–minimum wage employment for individuals with disabilities. Specifically, respondents were asked their opinion on the following statement: "Fear of losing benefits such as S.S.I., S.S.D.I., and / or other health care is one of the primary reasons individuals in our sub–minimum wage programs / 14 (c) programs do not want competitive jobs." Of the agencies submitting a reply, approximately 59% agreed with this statement; 32% disagreed, and 9% expressed no opinion.
Considering that almost 60% of the respondents felt that loss of benefits is a barrier to employment, individuals with disabilities, their family members, and community rehabilitation staff need accurate information and guidance on the potential impact of earnings on benefits. This fact sheet will address common questions regarding how work in an integrated community job may impact an individual’s benefits. Readers are reminded that the impact of work on benefits varies on a case–by–case basis. Assistance from a trained benefits specialist is always recommended to ensure that the advice given to an individual and his or her family is accurate.
The Small Business and Self–Employment Service (S.B.S.E.S.), which is located at the Job Accommodation Network, provides information, counseling, and referrals about self–employment and small business ownership opportunities for people with disabilities.
Provides resources and information on emergency preparation and planning for individuals with disabilities. The following chart has been excerpted from the website. Access the U.R.L. for more information and additional resources
| Disability / Special Need | Additional Steps |
|---|---|
| Visually impaired | may be extremely reluctant to leave familiar surroundings when the request for evacuation comes from a stranger. A guide dog could become confused or disoriented in a disaster. People who are blind or partially sighted may have to depend on others to lead them, as well as their dog, to safety during a disaster. |
| Hearing impaired | may need to make special arrangements to receive warnings. |
| Mobility impaired | may need special assistance to get to a shelter. |
| Single working parent | may need help to plan for disasters and emergencies. |
| Non–English speaking persons | may need assistance planning for and responding to emergencies. Community and cultural groups may be able to help keep people informed. |
| People without vehicles | may need to make arrangements for transportation. |
| People with special dietary needs | should take special precautions to have an adequate emergency food supply. |
| People with medical conditions | should know the location and availability of more than one facility if dependent on a dialysis machine or other life–sustaining equipment or treatment. |
| People with mental retardation | may need help responding to emergencies and getting to a shelter. |
| People with dementia | should be registered in the Alzheimer’s Association Safe Return Program. |
Access the website to view images of showcase devices for a variety of disabilities. Each device includes a brief description of the device and how it is used for the identified disability.
Proyecto Visión, the National Technical Assistance Center on Employment for Latinos with Disabilities, released a report that examines the low employment status of disabled Latinos and recommends ways to improve their job and other opportunities. Latinos with Disabilities in the United States: Understanding & Addressing Barriers to Employment presents a snapshot of this growing population. It outlines factors affecting the extent of participation, and degree of success, of disabled Latinos in the service delivery system; highlights innovative research and employment projects that are working to reduce barriers; and presents profiles of individuals and families who have attained success and others who have fallen between the cracks.
The report combines information gathered from reviewing scores of studies and research papers with the first–hand knowledge that Proyecto Visión and its regional partners gleaned from five years of providing localized technical assistance to disabled Latinos across the U.S. in diverse communities including Chicago, Los Angeles, Miami, New York City and Salinas, California. It summarizes innovative job preparation and placement programs providing culturally responsive services that address the multiple dimensions of jobseekers’ identities, including disability, race / ethnicity, language and gender. In addition to featuring successful project models, the paper outlines four priorities for improving the success of vocational programs at including and serving disabled Latinos: