May 2012

A Strong Workforce is an Inclusive Workforce: What Can YOU Do?

A Strong Workforce is an Inclusive Workforce: What Can YOU Do?

Donna Martinez May 19, 2012

And apparently the US District Court in Oregon is in agreement!
From NDRN: Breaking News

Yesterday, the U.S. District Court in Oregon issued a 16-page Opinion and Order in the case Lane v. Kiltzhaber, 3:12-cv-00138-ST. The Lane complaint claims that failure to provide supported employment services violates Title II of the ADA and the integration mandate. The Court granted the state defendants’ motion to dismiss the complaint, but without prejudice and with leave to amend, while directing the Plaintiffs how to correct the wording of the complaint. Most importantly, the Court determined that the plaintiffs have valid cognizable claims under Title II of the ADA and that the integration mandate applies to the provision of employment-related services.
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WISER's New Report Highlights Effective Financial Education Project For Nurses

In honor of National Nurses Week, WISER is pleased to release the final report from our Nurses’ Investor Education Project, a multi-year financial education initiative aiming to improve nurses’ financial security using educational tools, resources and peer-to-peer training and workshops. Read the report and press release.

A new report from the Women’s Institute for a Secure Retirement (WISER) and the American Nurses Association (ANA) highlights the effectiveness of a turn-key, peer-to-peer financial education program that is helping nurses across the country take action towards a secure financial future.
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Do Workers with Disabilities Cost More?

Do Workers with Disabilities Cost More?

Employers in the U.S. hospitality industry are often reluctant to hire people with disabilities because of preconceived notions that they cannot do the jobs and are more costly to employ than people without disabilities, according to University of New Hampshire researchers.
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Health Care Providers Settle with Justice Department Over Complaints of HIV Discrimination

Health Care Providers Settle with Justice Department Over Complaints of HIV Discrimination

Department of Justice
Office of Public Affairs
FOR IMMEDIATE RELEASE
Friday, May 11, 2012
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ODEP and National Organization of Nurses with Disabilities (NOND) Alliance

ODEP and National Organization of Nurses with Disabilities (NOND) Alliance

ODEP and NOND recognize the value of establishing a collaborative relationship to promote the employment of people with disabilities in the healthcare industry. ODEP and NOND hereby form an Alliance to conduct outreach, education and technical assistance activities that promote the recruitment, hiring, retention and advancement of individuals with disabilities, including veterans with disabilities, in the healthcare sector.

Beth Marks, NOND President, and ODEP Assistant Secretary Kathy Martinez, sign the
Alliance agreement.

Beth_Marks-and-Kathy_Martinez
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U.S. Labor Department’s Office of Disability Employment Policy Signs Alliance Agreement with National Organization of Nurses with Disabilities

News Release
ODEP News Release: [05/07/2012]
Contact Name: Bennett Gamble
Phone Number: (202) 693-4661
Release Number: 12-0889-NAT

Agreement supports increased hiring of individuals with disabilities in health care industry

WASHINGTON — Assistant Secretary of Labor for Disability Employment Policy Kathleen Martinez and National Organization of Nurses with Disabilities President Beth Marks have signed an alliance agreement during National Nurses Week to promote the employment of individuals with disabilities in the health care industry.

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Working as a Nurse With a Disability

Working as a Nurse With a Disability
by Elisabeth Greenbaum Kasson


What are your options if you aspire to be a nurse and are disabled? What would you do if you were already working as a nurse and became disabled? Whether you are living with obvious disabilities such as limb differences or paralysis, or less visible ones such as a chronic illness, sensory impairment or post-traumatic stress disorder, there are few reasons that would prevent you from successfully completing a nursing program, or continuing your career. The field is diverse and there is a place for nearly everyone.
Nurse-With-Disability Read More...

The Future of Disability in America

The Future of Disability in America
by Committee on Disability in America, Marilyn J. Field and Alan M. Jette, Editors

The 1991 Institute of Medicine (IOM) report Disability in America: Toward a National Agenda for Prevention identified disability as a significant social, public health, and moral issue that affects every individual, family, and community across America. This seminal volume articulated a series of comprehensive changes necessary to prevent disability in American society. Its recommendations included, for example, the development of new public and private leadership in disability prevention, the adoption of a unified conceptual framework to guide collaborative research, a national disability surveillance system, a comprehensive research program, coordinated approaches to delivering health and social services, and professional and public education to promote enlightened attitudes about disability. In 1997, the IOM followed with a second report, entitled Enabling America: Assessing the Role of Rehabilitation Science and Engineering, which critically evaluated the current federal programmatic efforts in science and engineering related to rehabilitation and disability. The 1997 IOM report called attention to the major shortcomings in the organization and administration of federal research programs pertinent to disability and rehabilitation. In doing so, it set forth a series of specific recommendations for more research, improved coordination, and a need for enhanced visibility of rehabilitation-related research within federal research programs.

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Accommodating the Communication Needs of Deaf-Blind Employees

Accommodating the Communication Needs of Deaf-Blind Employees
by
Teresa Goddard and Elisabeth Simpson, Job Accommodation Network, Volume 10, Issue 2, Second Quarter, 2012
When you think of an individual who is deaf-blind (also known as deaf-blindness, blind-deaf, dual sensory impaired, or combined vision and hearing loss), do you think of someone who is fully deaf and fully blind? Helen Keller might be an important historical figure that comes to mind. In reality, while there are individuals who are fully deaf and fully blind, many people who are deaf-blind have some usable vision and hearing. For example, some individuals may have grown up with some degree of vision loss and experienced a change in their hearing later in life, or vice versa. Other individuals may have been born with mild to moderate deficits in both vision and hearing. Others may have experienced trauma or illness at some point in their lives that resulted in both vision and hearing loss while older adults are likely to experience age-related vision and hearing impairments.
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Incorporate Reasonable Accommodation Practices into your Onboarding Process

Incorporate Reasonable Accommodation Practices into your Onboarding Process
by Ann Hirsh, Job Accommodations Network, Volume 10, Issue 2, Second Quarter, 2012
Spring is in full swing and there are signs indicating an upcoming increase in the hiring of people with disabilities in both the Federal and private sectors. With Federal Executive Order 13548 - Increasing Federal Employment of Individuals with Disabilities and the potential changes for Federal contractors in the Office of Federal Contract Compliance Programs' (OFCCP) Notice of Proposed Rulemaking (NPRM) for Section 503 of the Rehabilitation Act, employers would be wise to review their onboarding processes.

The purpose of an onboarding process is to smoothly integrate new employees into their positions and company culture. If you already have an onboarding process, does your process consider reasonable accommodation issues for your new employees who may happen to have a disability? It should. Take a look at your process and see if you need to incorporate the following reasonable accommodation considerations.
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Disability Employment Policy — What Are We Missing?

Disability Employment Policy — What Are We Missing?
by Guest Blogger Paul Hippolitus, Director, Disabled Students’ Program, Equity & Inclusion, University of California, Berkeley

Watch a YouTube video of Paul Hippolitus discussing UC Berkeley’s ”Professional Development and Disability” course.

As a longtime advocate and professional working in support of the employment of people with disabilities, I was very excited to recently report for work at the University of California, Berkeley — to have the privilege of assisting the University’s students with disabilities with both their education and career ambitions.  UC Berkeley has some of the “best and brightest” of our young people with disabilities, so helping them to achieve their career goals seemed to me to be the easiest assignment I would ever have.
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