Accommodations

Job Accommodation Network Releases Publication on Monitoring Reasonable Accommodations

Job Accommodation Network Releases Publication on Monitoring Reasonable Accommodations http://askjan.org/media/monitoring.html
The Job Accommodation Network (JAN) has published a new document in its Accommodation & Compliance Series: Monitoring Reasonable Accommodations. Employers frequently disregard the importance of monitoring reasonable accommodations after they have been implemented to ensure that they continue to be effective. Accommodations can stop being effective for various reasons, such as: the employee's limitations change, workplace equipment changes, the job changes, the workplace itself changes, or the accommodation becomes an undue hardship for the employer to continue to provide. This publication offers JAN's tips for employers to follow and provides a sample form for monitoring accommodations
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Medical and Allied Health Careers: Technical Standards and Individuals who are Deaf or Hard of Hearing

October 2015 PepNet 2 put out a “fast facts” document about technical standards and deaf and hard of hearing students studying medical and allied health professions. 

http://www.pepnet.org/sites/default/files/Medical-and-Allied-Health-Careers.pdf

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Attention-Deficit/Hyperactivity Disorder and Successful Completion of Anesthesia Residency: A Case Report Attention-Deficit/Hyperactivity Disorder and Successful Completion of Anesthesia Residency: A Case Report Attention-Deficit/Hyperactivity Disorder and Successful Completion of Anesthesia Residency: A Case Report

Michael G. Fitzsimons, MD, Jason C. Brookman, MD, Sarah H. Arnholz, JD, and Keith Baker, MD, PhD
Abstract
Cognitive and physical disabilities among anesthesia residents are not well studied. Cognitive disabilities may often go undiagnosed among trainees, and these trainees may struggle during their graduate medical education. Attention-deficit/hyperactivity disorder (ADHD) is an executive function disorder that may manifest as lack of vigilance, an inability to adapt to the rapid changes associated with anesthesia cases, distractibility, an inability to prioritize activities, and even periods of hyperfocusing, among other signs. Programs are encouraged to work closely with residents with such disabilities to develop an educational plan that includes accommodations for their unique learning practices while maintaining the critical aspects of the program. The authors present the management of a case of an anesthesia resident with a diagnosis of ADHD, the perspectives of the trainee, program director, clinical competency director, and the office of general counsel. This article also provides follow-up in the five years since completion of residency.
(C) 2015 by the Association of American Medical Colleges

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Physical Limits on CPR Quality and Methods for Quality Improvement

Physical Limits on CPR Quality and Methods for Quality Improvement

This is interesting research suggesting that many people are not able to perform effective CPR because of the amount of force required. This researcher is working on this with the hope that the American Heart Association will start teaching people to do compressions with their foot, which is more effective and less exhausting. His data might be useful to someone with a disability who has been told that they cannot be a nurse without being certified in CPR.

Here's a little more info if you're interested:
http://www.slicc.org/ReSS_2013_030.pdf Read More...

EEOC Settles with Hospital that Refused Job Accommodation for Nurse with Cancer

Angel Medical Center to Pay $85,000 to Settle EEOC Disability Discrimination Suit
The U.S. Equal Employment Opportunity Commission (EEOC) has settled a disability discrimination lawsuit with Angel Medical Center, Inc. of Franklin, NC. The hospital was charged with violating the Americans with Disabilities Act (ADA) by denying an employee an accommodation that would have allowed her to get cancer treatments while working full time. The hospital allegedly refused the accommodation request and then fired the nurse.

To learn more about the ADA and other laws that protect the rights of people with disabilities read “Disability.gov’s Guide to Disability Rights Laws.”

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Deaf Student Denied Interpreter by Medical School

Deaf Student Denied Interpreter by Medical School

Deaf Student, Denied Interpreter by Medical School, Draws Focus of Advocates

By JOHN ELIGON

Speaking with the parents of a sick infant, Michael Argenyi, a medical student, could not understand why the child was hospitalized. During another clinical training session, he missed most of what a patient with a broken jaw was trying to convey about his condition.

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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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