A Practical Guide to Employment Rights & Responsibilities under the ADA and Rehabilitation Act. (4 Parts):
The ABCs of Reasonable Accommodation - Planning Accessible Meetings:
Every company has meetings. Whether a committee or task-force or town hall meeting, training or strategy session, or other kinds of gatherings, they are an integral part of our every-day work. They occur often and sometimes, without much advanced notice. Yet, all too often, we overlook ways in which our meetings present barriers to our workforce with disabilities. This session will highlight ways to create barrier-free meetings that serve not only participants with permanent, visible disabilities but also a wide range of others, including maturning workers with age-related disabilities, those with invisible disabilities and employees with temporary disabilities.
Designing Materials that are Accessible to and Usable by People with Disabilities:
Communication can make or break what is intended to be a diverse and inclusive workplace. When it comes to employees and customers with disabilities, companies can inadvertently create communication barriers because they forget that these individuals may communicate differently. For most individuals with disabilities, there is no difference. But when a disability affects someone's ability to hear, see, speak, read, write or understand, the individual may require alternative ways to communicate. Whether you are conducting meetings, promoting an event, preparing web content, designing an audiovisual presentation, or delivering training, this session highlights best practices to ensure that your communications with people with disabilities are as effective as communications with others.
Disability Etiquette and Awareness: A Social Justice Perspective:
No one ever means to do or say the wrong thing, especially to someone who either has a disability or who has a child or other dependent with special needs. It most often occurs as a result of inexperience or a general lack of comfort and confidence, fear in knowing the “right thing” to do and/or say. The result is often seen when managers avoid recruiting people with disabilities or when employees ignore such peers, causing workplace isolation.
Participants will be guided through disability etiquette & awareness issues from a social justice perspective. Examples of the do’s and don’t’s of actions, language, etc. will be reviewed on a disability specific basis. It will be delivered in a manner that will resonate with everyone’s experiences and will include the following topics:
- Why this session
- Four segments of the population
- Definitions of Disability
- The Basics
- Reception Etiquette
- Don’t Make Assumptions
- Responding Appropriately to Requests
- Terms to Know
- Disability Specific Guidelines
- People who use Wheelchairs and/or Have Mobility Impairments
- People who are Blind or Visually Impaired
- People who are Deaf or Hard of Hearing
- People with Speech Disabilities
- Persons of Short Stature
- People with Difficulty Controlling their Muscles (Such as Cerebral Palsy)
- People with Uncontrollable Vocalizations or Ticks/Gestures (Such as Tourettes Syndrome)
- People Who Look Different
- Hidden Disabilities
- Seizure Disorders (Such as Epilepsy)
- Respiratory Disabilities
- Psychiatric Disabilities (Mental Illness)
- Cognitive Impairments
› Developmental Disability
› Learning Disability
› Traumatic Brain Injury/Acquired Brain Injury
- Service Animals
- Conflict Management
- When its Someone’s Child who has the Disability
Disability Disclosure: Best Practices for Why, How, Who, When & Where
The Americans with Disabilities Amendment Act (ADAAA) - “Legal Implications are Important, but Practical Applications are Critical”:
On May 24th of this year, the EEOC’s final ADA regulations went into effect in order to implement the ADA Amendments Act of 2008 (ADAAA). Though the regulations were designed to simplify the determination of who has a disability and shift the focus from questions of discrimination to accommodation, employers are more confused than ever and concerned that virtually all employees will now be considered disabled.
The new regulations require collaborative efforts that now include Human Resources, Diversity and Work-Life professionals along with their counterparts in Affirmative Action. So while the legal implications are important, the practical applications are critical. It’s the application of best practices that will help participants to successfully hire and retain the most qualified individuals, regardless of disability while mitigating ADA related risk.
This Webinar, delivered by Shelley Kaplan, Springboard’s ADA Services Manager and Nadine Vogel, President, Springboard, will address the “why” and more importantly, the “how” of appropriately supporting individuals with disabilities, as defined by the ADA, in both the workforce and the workplace.
Navigating the Education System: Post Secondary:
Navigating the Education System: K-12:
Planning for the Future: The legal and financial issues of planning for your loved one with special needs:
Talking with your manager about your disability and/or your child's disability:
The New Normal: Dealing with Stress and Unique Issues of having a Child with Special Needs:
The Reasonable Side of Reasonable Accommodations (2 Parts):
The best way to understand and approach the reasonable accommodation process is by being able to easily and appropriately answer the following questions: "What are the barriers I need to know about? How can I remove, reduce or alleviate barriers so that an individual with a disability has an equal opportunity to: Join our workforce; Do the best job he/she can in order to move our company forward; and, Participate in EVERYTHING our company has to offer all of its employees?" This session will provide you with the information you need to determine what is "reasonable", including a framework for addressing the best ways to recognize and handle accommodation requests while at the same time, mitigating your risk under the amended Americans with Disabilities Act (ADA). Participants will learn how to navigate their responsibilities, hire the best people, and retain a profitable workforce.
Using Available ADA Resources Wisely:
Work-Life Balance when there is a loved one with a disability: A Discussion:
This facilitated discussion will address the issues and best practices and provide practical tools in the outreach, recruitment (for student enrollment and staff/professor employment) and on-campus support of students and employees who have a disability including those born with or having an acquired disability, veterans with service related disabilities and maturing workers with age-related disabilities. It will also touch on the issues of dealing with the families of these individuals. Specifically, the discussion will address topics such as institutional readiness, compliance, training, disclosure, outreach and communications just to name a few.