Disability in 2015 Disability Etiquette Disability Benefits Planning Work Incentives & Tax Credits Eight Most Common Types of Accommodations.

Disability in 2015 Disability Etiquette Disability Benefits Planning Work Incentives & Tax Credits Eight Most Common Types of Accommodations Including JAN in Your Toolbox 1 Overview

Understand the business case for hiring and retaining people with disabilities Examine stereotypes and misconceptions about persons with disabilities Develop skills that help to more effectively communicate at work with people with disabilities Develop skills at negotiating accommodations with your client Develop a toolkit of go-to resources 2 Training Goals

JAN is a service of the U.S. Department of Labors Office of Disability Employment Policy. 3 Disability in 2015: The Business Case for Hiring and retaining People with Disabilities Lou Orslene, JAN Co-Director, MSW, MPIA, CPDM http://askjan.org/landingpage/Hawaii2015/

There is ability beyond disability. In fact, disabilities, impairments, and chronic health conditions are a natural part of being human. We may be born with them, or cycle in and out of disabilities through injury and recovery. The disability community is the worlds most inclusive minority community. Disability is the one diversity category that crosses gender, race, ethnicity, religion, age and socioeconomic class. 4 Important things to think about

Globally 1 billion people with disabilities World Health Organization, 2011 U.S. 56.7 million people U.S. Census Bureau, 2010. 5 Business case

On January 1, 2011, the first of the 83 million-strong wave of boomers began to reach retirement age and every day approximately 10,000 more employees reach this milestone. Pew Research Center http://pewresearch.org/databank/dailynumber/?NumberID=1150http://pewresearch.org/databank/dailynumber/?NumberID=1150 6 Business case

19% of people with disabilities have reportedly graduated from collegethese figures have increasedfrom 14%...in 2004 Although one in six people with disabilities has not completed high school, there has still been marked progress82% of people with disabilities have graduated from high school today, this share was only 61% in 1986. 7 Business case

The most recent data from the DoD report that more than 47,000 OEF/OIF service members have been wounded in action. U.S. Department of Defense Press Resources, 2012 Hundreds of thousands more, nearly 25 percent of all who served in OEF/OIF, will be diagnosed upon returning home with other invisible wounds, such as degenerative vision, hearing impairments, posttraumatic stress disorder (PTSD), and brain injuries. Workplace Warriors Revisited: Challenges, Opportunities, and Lessons Learned from Deployment and Reintegration of Citizen Soldiers 8 Business case

Emerging Markets: People With Disabilities aggregate income that now exceeds $1 trillion and boasts $220 billion in discretionary spending power. Marketing programs aimed at people with disabilities can reach as many as four out of every 10 consumers. As the largest of all U.S.-based minority groups, this group is comprised of people of all ethnic backgrounds, cultures and ages. According to the U.S. Census Bureau, between 1990 and 2000, the number of Americans with disabilities increased 25 percent. Of the nearly 70 million families in the United States, more than 20 million families have at least one member with a disability. Business Case for Inclusion and Engagement. By Marcus Robinson, Charles Pfeffer, and Joan Buccigrossi, (2003). wetWare, Inc. Rochester, NY. 9 Business case

Americans with Disabilities Act (ADAAA) Section 503, 508, 501 of the Rehabilitation Act of 1973 Executive Order 13548 Workforce Innovation and Opportunity Act (WIOA) 10 Business case

The Conference Board established to help member companies understand and deal with the most critical issues of our time believes disability in the workplace is one of these critical issues. Trends noted in the report: Employees aging in the workplace Development of new, more universally accessible workplace technologies Greater acceptance of remote work Health care advances Incentives provided by government The Conference Board, Leveling the Playing Field: ATTRACTING, ENGAGING, AND ADVANCING PEOPLE WITH DISABILITIES 11 Business case

JAN is a service of the U.S. Department of Labors Office of Disability Employment Policy. 12 Disability Etiquette: Effectively Communicating with People with Disabilities Lou Orslene, JAN Co-Director, MSW, MPIA, CPDM http://askjan.org/landingpage/Hawaii2015/

We all communicate in various ways with or without a disability. Pay attention to cues from the person you are communicating with. Model professional behaviors such as active listening, a service-minded orientation, and a results focus. 13 Communication Strategies

Preferred phrases Person with intellectual/cognitive disabilities Person who is blind, person who is visually impaired Person who is deaf, person who is hard of hearing Person with epilepsy Person who uses a wheelchair A person who uses synthetic speech Person with a disability 14 Watch Your Language

Antiquated and offensive phrases Retarded, mentally defective The blind The deaf Afflicted, stricken by, victim of Crippled, lame, deformed Confined or restricted to a wheelchair Dumb, mute Psycho, crazy, nuts, abnormal A special needs person 15 Watch Your Language

Relax. Be approachable. Smile and look a person with a disability in the eyes as you would with anyone else and listen attentively. Talk directly to the person with a disability, not a companion, assistant, or sign language interpreter. Use people first language like a person who uses a wheelchair but only mention a disability if it is essential to a conversation. 16 Tips for engaging

Dont be afraid to say that you do not understand Consider writing information down Dont touch, play with, distract, or feed a service animal without the persons permission Dont touch, lean on, or move a person's mobility device or wheelchair without consent Dont elevate your speech when interacting with people who have disabilities maintain a natural tone 17 The Donts

Be considerate of the extra time it may take a person with a disability to walk, talk, write, or perform a task Extend your hand to shake if that is what you normally do. A person who cannot shake hands will let you know Sit down when speaking with a person who uses a wheelchair for more than a few minutes so you are at eye level 18 The Dos

Im working to create a more inclusive work environment. What should I do? Focus on abilities Ask the person first Be aware of adaptive devices and assistive technologies Be aware of the worksite and its accessible and inaccessible elements. In general 19

Im working to create a more inclusive work environment. What should I do? Keep accessibility in mind in planning meeting or workplace social events Provide various ways to communicate Provide work-related materials such as handbooks or benefits information in accessible format Do not make subjective judgments about what a person can or cannot do In general 20

Im working to create a more inclusive work environment. What should I do? Do not assume just because a person takes more time to do something that they are not intelligent Provide a sign language interpreter for complex meetings or social events where interaction is expected Respect personal space and equipment If a person is in crisis, ask what you can do to help In general 21

I am preparing an employer to be ready for a client they just hired. What should I let them know to do? Immediately orient employees with disabilities to the facility and equipment while assessing what is and what is not accessible for the employee Orient the person to the emergency evacuation procedures Respect privacy. All disability information should be confidential Know that employee requests for assistance can open discussions of accommodation needs Be sure the communication methods are worked out in advance A New Hire 22

I am planning a face-to-face meeting/training. To be as inclusive as possible, what should I do? Send out a request for participant accommodations in advance of the meeting Know and communicate any emergency evacuation procedures to your audience Customize information provided in print. (braille, large print, electronic, etc.) Meetings and Trainings 23

I am planning a face-to-face meeting/training for our unit. To be as inclusive as possible, what should I do? Insure accessibility of information to be shared including PowerPoint presentations Send out information to be discussed during the meeting or the PowerPoint presentation in advance Be prepared to describe slides during the presentation Meetings and Trainings 24

Verbally identify yourself when you approach and then let a person know when you are leaving Offer assistance and wait for an answer Ask for specific instructions on how you can assist Would you like directions to? Would you like to take my arm? If offering to assist someone to find a seat, speak the persons name and tap on the table where a space is available If offering to help someone as they sit down, let the person know as you guide the persons hand towards the back of the chair In assisting someone who is blind 25

To get a persons attention, it is okay to tap the person on the shoulder or by waving your hand Ask what is the best way to communicate reading lips, signing, gesturing, in writing, texting, etc. When possible, speak in a well-lit room that is free from background noises Do not put hands in front of your face or food items in your mouth when talking Maintain eye contact and direct your communication to the person who is deaf In assisting someone who is hard of hearing or deaf 26

Avoid stereotypes and assumptions about the individual and how they may act Recognize but respect differences in people. A person may act differently and have problems interpreting social cues Be patient. Allow the individual to think and answer questions Know that stress can aggravate a situation, alleviating some of that stress may de-escalate the situation In a crisis, stay calm and be supportive as you would with anyone. Ask how you can help, and find out if there is a support person who can be sent for In assisting someone who has a mental health condition 27

Do not refer to or talk about a persons disability at all unless it is crucial to the conversation. Do not assume a person cannot function on their own or perform a task. Do your part to dispel myths and stereotypes. Speak out when you hear others talk negatively about people with disabilities. Do insure your office spaces and social event venues are accessible. Do realize and then let it be reflected in your behavior that people with disabilities are more like you then not. Do offer assistance in that rare instance when a persons safety may be in jeopardy. Remember this 28

Disability Sensitivity Training Video DC Government 29 Disability Etiquette

Disability Benefits

31 Social Security Administration (SSA) Supplemental Security Income (SSI) Social Security Disability Insurance (SSDI) Social Security 2 Programs MedicaidMedicare

Disability Disclosure

Wage Reporting

Why is pay stub important?

How employers can help? Encourage disability disclosure Provide an easy yet confidential way for self-disclosure Benefits of disability disclosure Understand the challenges faced by disability or public benefits recipients Wage reporting Financial outcome Health Insurance Provide assistance in dealing with government agencies

Tax Benefits for Businesses Who Have Employees with Disabilities

Available Tax Benefits Disabled Access Credit Barrier Removal Tax Deduction Work Opportunity Credit Expanded Tax Credit for Hiring Unemployed Veterans

Disabled Access Credit The Disabled Access Credit provides a non-refundable credit for small businesses that incur expenditures for the purpose of providing access to persons with disabilities. An eligible small business is one that that earned $1 million or less or had no more than 30 full time employees in the previous year; they may take the credit each and every year they incur access expenditures. Businesses may claim a deduction of up to $10,000 a year Adapted From: http://www.irs.gov/Businesses/Small-Businesses-&-Self- Employed/Tax-Benefits-for-Businesses-Who-Have-Employees-with- Disabilities

Barrier Removal Tax Deduction The Architectural Barrier Removal Tax Deduction encourages businesses of any size to remove architectural and transportation barriers to the mobility of persons with disabilities and the elderly. Businesses may claim a deduction of up to $15,000 a year for qualified expenses for items that normally must be capitalized. Businesses claim the deduction by listing it as a separate expense on their income tax return. Adapted From: http://www.irs.gov/Businesses/Small-Businesses-&- Self-Employed/Tax-Benefits-for-Businesses-Who-Have-Employees- with-Disabilities)

Work Opportunity Tax Credit Genrerally, the Work Opportunity Credit provides eligible employers with a tax credit up to 40 percent of the first $6,000 of first-year wages of a new employee if the employee is part of a targeted group. An employee with a disability is one of the targeted groups for the Work Opportunity Credit, provided the appropriate government agencies have certified the employee as disabled. The credit is available to the employer once the employee has worked for at least 120 hours or 90 days. Higher credit for other targeted group Adapted From: http://www.irs.gov/Businesses/Small-Businesses-&- Self-Employed/Tax-Benefits-for-Businesses-Who-Have-Employees- with-Disabilities

Work Opportunity Tax Credit Forms IRS Form 8850 ETA Form 9061 ETA Form 9062 Submit forms to.

Hawaii WOTC Contact Edgar Fernandez WOTC, Workforce Development Division Hawaii Department of Labor and Industrial Relations Keelikolani Building 830 Punchbowl Street, Room 329 Honolulu, HI 96813 Phone: 808-586-8820 Fax: 808-586-8724 Email: [email protected]@hawaii.gov

JAN is a service of the U.S. Department of Labors Office of Disability Employment Policy. Eight Most Common Types of Reasonable Accommodation Lou Orslene, JAN Co-Director, MSW, MPIA, CPDM http://askjan.org/landingpage/Hawaii2015/ 46

1. Purchasing or Modifying Equipment or Products 47 8 Types of Accommodations

Example A nurse with a hearing impairment worked the night shift and had to talk to doctors who called for information. She was having difficulty hearing over the telephone. The employee asked to be moved to a dayshift where there would be other nurses who could talk to the doctors but there were not any openings on the dayshift. Accommodation The employer purchased a telephone amplifier, which enabled the nurse to hear effectively over the telephone. 48 8 Types of Accommodations

2. Making Worksite Accessible 49 8 Types of Accommodations

Example A purchasing clerk in a manufacturing plant had diabetes and had to have one of his legs amputated. He was having difficulty walking from the parking lot to his workstation. Accommodation The employer moved the employees workstation closer to the worksite entrance, to a rest room, and to needed equipment. The employer also provided a parking space closer to the worksite. 50 8 Types of Accommodations

3. Job Restructuring 51 8 Types of Accommodations

Example An employee with a staffing agency had depression and was having problems with his supervisors management style, causing him stress and exacerbating his symptoms. The employee wanted less face-to-face communication, but parts of his job were time-sensitive and the supervisor had to communicate with him quickly. Accommodation The employer restructured the employees job, removing some time-sensitive duties in exchange for other duties. This allowed the supervisor to communicate with the employee via email. 52 8 Types of Accommodations

4. Modifying Schedule and Allowing Leave Time 53 8 Types of Accommodations

Example An order clerk with asthma needed to exercise periodically to prevent blood clots, but her job required her to be available to respond to telephone orders. The clerk also needed to do a breathing treatment periodically and needed a private area to do so. Accommodation The employer provided a private location for treatment and extra breaks for exercise. The employee was allowed to make up the extra time so she wouldnt lose pay. 54 8 Types of Accommodations

5. Modifying Methods (e.g., tests, communication, training) 55 8 Types of Accommodations

Example A grocery store worker with epilepsy was having difficulty consistently performing his job and staying on task. Accommodation His supervisor implemented weekly discussions with the employee. 56 8 Types of Accommodations

6. Modifying Policies 57 8 Types of Accommodations

Example An auditor for a state agency had anxiety and depression and was having difficulty concentrating. He worked in a cubicle environment. The agency policy was to only give private offices to management. Accommodation The employer modified the policy and moved the employee to a private office that was vacant and let the employee close his door as needed. 58 8 Types of Accommodations

7. Providing Readers and Interpreters 59 8 Types of Accommodations

Example A job applicant for a dog warden position for city government had dyslexia and could not pass a required written test. Accommodation A reader was provided for testing. 60 8 Types of Accommodations

8. Reassignment 61 8 Types of Accommodations

Example A warehouse worker with a back impairment could not do the lifting required in his job. The employer had been temporarily having other employees do the lifting but needed a more permanent solution. Accommodation The employer reassigned the employee to an office job. 62 8 Types of Accommodations

JAN is a service of the U.S. Department of Labors Office of Disability Employment Policy. Including JAN in Your Toolbox for Success Lou Orslene, JAN Co-Director, MSW, MPIA, CPDM http://askjan.org/landingpage/Hawaii2015/ 63

Over 26 Years of Service Consultation on: Job Accommodation Americans with Disabilities Act / Rehabilitation Act Entrepreneurship Experienced Free National Easy to Use Confidential About JAN 64

Ask JAN and we Meet you where you are. Assist with negotiating the interactive process. Give targeted technical assistance. Provide comprehensive resources. Maintain confidentiality. About JAN 65

Business Leadership Network The Vision of the Hawaii Business Leadership Network is to recognize and promote best practices in hiring, retaining, and marketing to people with disabilities. http://hibln.org/east-hawaii/ http://hibln.org/west-hawaii/ http://hibln.org/maui/ Or the US BLN @ http://www.usbln.org/index.htmlhttp://www.usbln.org/index.html 66

List of Federal Contractors The National Pre-Award Registry provides information concerning Federal Contractors, that have been reviewed by the Office of Federal Contract Compliance Programs (OFCCP). http://www.dol-esa.gov/preaward/pa_reg.html#search For instance: ARCHITECTURAL GLASS & ALUMINUM CO., INC. 677 Ala Moana Blvd., Suite 700 Honolulu HI 96813-0000 67

Diversity Inc. The 2015 Diversity Inc Top 10 Companies for People With Disabilities EY Prudential Financial Procter & Gamble IBM KPMG Merck & Co. AT&T Sodexo Kaiser Permanente Comcast NBCUniversal http://www.diversityinc.com/top-10-companies-people-with-disabilities/ 68

Federal Employment: Schedule A Schedule A is a special hiring authority designed to help federal agencies meet their affirmative action obligations regarding individuals with disabilities. Schedule A is different than the traditional, and often time consuming process used to hire people into federal service. Schedule A makes it easier and faster to hire, and is just for people with disabilities. http://www.eeoc.gov/eeoc/publications/abc_service_providers.cfm 69

Campaign for Disability Employment The Campaign for Disability Employment is a collaborative effort to promote positive employment outcomes for people with disabilities by encouraging employers and others to recognize the value and talent they bring to the workplace. http://www.whatcanyoudocampaign.org/ 70

Who I Am https://vimeo.com/108810703 71

Thank you for participating! Contact (800)526-7234 (V) & (877)781-9403 (TTY) AskJAN.org & [email protected] (304)216-8189 via Text janconsultants via Skype 72

73 Questions? http://askjan.org/landingpage/Hawaii2015/

Disability in 2015 Disability Etiquette Disability Benefits Planning Work Incentives & Tax Credits Eight Most Common Types of Accommodations.

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