Please standby for realtime caption text.
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Hello everyone, I am Laura and I am one of the team members to make up
the NDI Technical Systems team and I will be serving as your host for
Today's webinar. For those of you who might be unfamiliar with the NDI
team, we serve as the training and technical assistance provided to
disability program Navigators nationwide. I am going to start today's
webinar by providing some context for the relevance of what we're going
to hear today and why we are really get that in addition to Navigators,
a mini partners who touch the business community -- many partners to
touch the business community have also joined according to the DPN
description and this is what the Department of Labor employment and
training Training administration along with the Social Security
administration put together when they implemented the DPN initiative. It
says that a Navigator develops linkages and collaborate on an ongoing
basis with the players and employer organizations to promote individuals
with disabilities and to facilitate access to employment opportunities.
Further, the Navigator position is intended to increase employment and
self sufficiency for individuals with disabilities by linking them to
employ years and by facilitating access to support and services that
will provide transition to employment. So, how is today's webinar going
to tie into all of this? Well, during today's webinar we are going to be
reviewing resources that will include a employer at 32nd Training Series
and Employer Resource Guide and they have been developed for one-stop
business Services, vocational rehab Business liaisons' and other work
force partners to interface with employers and we understand that there
are quite a few of you who have joined us today. We're also going to be
discussing some strategies for tailoring and utilizing these employer
resources within state and local areas and this is what I would like to
call making them your own bid to be responsive to the needs of your
committee. And during the question and answer period we really hope that
you will share some examples from both Navigators and Partners have
implemented around working with employers and the business community to
hire employees with disabilities. We definitely want this to be
interactive and want to hear from you. So I really do want to thank all
of the Navigators who had joined us today. And a special welcome to the
work force partners who work with the employer community and who have
joined the Navigators on 2D's webinar. Abbey -- at the national level,
this reflects the level of dedication on those that work for the
employer community. We are especially bad that you are with us today
since the resources that are presented were developed to be used by
those of you who have an employer focus.
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We also thought that it would be good for you to know that to develop
this series the NDI team partners with our national resources. And that
includes working with the Rocky Mountain Aviation service. Jana Burke,
who is the director of the Rocky Mountain Aviation Center in addition is
also going to join us on this webinar but was pulled away at the last
minute. But Jana along with the other nine hunters also known as
disability and technical assistance centers probably serve as one of the
most responsive technical assistance resources for Navigators nationwide
on the Americans with Disabilites Act and I know since I have been
around since the initiation of the DPN initiative in 2003 they
participated in national, regional and state and local training to not
only provide Navigators with up-to-date resources and information but
also to help navigators' provide technical assistance to the one-stop
system and to the communities. And helping to develop this employee per
series is a small example of the type of wonderful resources these
centers can provide. So along with me on this webinar today are my
colleagues and Palo NDI team members Miranda Kennedy and prior to
joining the team they served in the capacity of Navigators and they
bring to the national level direct experience with the DPN initiative
and detailed knowledge of the state and public work for system and I
think he will see how that comes through through our training.
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Before we get started, as we always like to do, we want to provide a few
logistical details to ensure that we are all seemed up properly and in
doing the same information. Number one, if you have any documents or
programs open on your desktop, we recommend that you close those
applications and by doing so it will help to prevent a delay in the way
that you will see the weapon are on the screen in front of you --
webinar on the screen in front of you and if you have any technical
difficulties at any point please call our support technicians be I am
going to provide you with that toll-free number and you can also find it
in the chat box. The phone number is 866-863-3904. Number three in the
lower right-hand side of your screen that we have captioning available
and if you do not want the captioning displayed you can minimize the
media viewer or make it larger by minimizing the windows above it.
Number four, just to remind you this webinar is being recorded and along
with any supporting materials and transcripts they will be posted to the
dpnavigators Web site. Finally this has both a Web and IP connection and
just because you see the webinar on the screen in front of you and hear
me speaking on the phone does not necessarily mean that you are
connected properly to the audio portion. So if you did not follow the
three steps that are currently listed on the screen in front of you to
connect to the audio portion, please take a moment to follow the
directions. You can keep your Web portion open. So keep the Internet
connected. Just hang up your phone and it followed all three steps and
this will allow you to out the presentation to engage in questions and
answers when we open that up. So we will pause for a moment to allow
those of you who need to do that to connect to the IU audio portion see.
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The great thing is it looks like most of you are connected. Great.
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Okay, now once DJ and Miranda have completed their presentation we will
take time for questions and answers and threw out the presentation we
may call on you for some audience participation. And I am going to share
with you at that time how you can participate. But until then all of
your phones will be on mute but with that I will turn the presentation
over to Miranda who will introduce to was the new Employer 30-second
series. Something that we are very excited about. Looking forward to
sharing with you and then after Miranda shares with you the 32nd
Training Series we will learn about a complementary Employer Resource
Guide so with out that -- so I will turn it over to you.
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It is great to be with you today and we are pleased that you are joining
us and so many other partners to interface with employers. The 30-second
Training employer series came out with feedback that we have from all of
you previously with your staff and your partners and consumers. And it
was such a hit we heard that you wanted us to develop a Employer
30-second series. It is pretty comprehensive and like Laura said it was
definitely a collaboration and we definitely taps into our partners to
make sure we could provide you with some great responses and up-to-date
information. So with that I will tell you a little bit about what we
will cover for the 30-second employer training peace but we will go
through what is a 30-second Training. Hopefully most of you are pretty
familiar and excited about the concept and even your peers and
colleagues are probably familiar with as well since they have Copley's
seen other 30-second -- they have hopefully seen other 30-second
Training speed we will go what for what it is and the fourth topic
areas. Those four topics areas because we have 18 questions with in this
series. It is a pretty big series for us. Previous series have been
smaller, five or six questions, what have you. So this one is pretty
comprehensive. We will go through those four topics areas and the Web
going through those three will provide opportunities for Laura to show
you how to open up the phone lines and for people to raise their hands
and participate in taking some of these 30-second Trainings. It because
we have 18 of them we will not go through each of them and we could
supposedly do that in nine minutes but I think that would be a fairly
fast clip for us so we are just going to take one question from each of
the fourth topic areas and if we have time at the end maybe we will do
more. We want to do this interactively and get your participation and
that is what makes it in teaching and you can see how easy it is to use.
After the to the interactive piece we will talk about strategies. We
have got some suggestions for how you can use this and we would love to
hear what your suggestions are as well. We will save that for the end of
the discussion today after we go through the Resource Guide. Oh, and, of
course. How do you download these? We will include that as well and the
PowerPoint. I also want to mention that at the end when we are done
presenting the 30-second Trainings and the resource guide I am also
going to post on the screen in front of you the PowerPoint for today
paid it was also posted and you could have downloaded it when you came
in. Many of you may not have done that and I imagine I will get some
questions on the side. So I will put it on the screen and you can
download it directly and we will do that at the end of the trading today.
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With that let's go ahead and talk about, what is eight 30-second
Training -- a 30-second Training print it is a quick slide show that
shows us and it goes into the PowerPoint slide show and is sentiment
electronically via a listserv. But that is not the only way that they
can get sent appeared some peak times people use it to augment more
formal presentations or training. We will show you that a little bit
more. Of course, the idea is to complete these trainings and 30 seconds.
And they say that novelists are failed poet so it is simplifying, give
them in little bits of information in the 30-second Training to increase
their awareness and knowledge around disability and deployment topics
and get them thinking along those lines. The goal is with the correct
answer, if you choose the correct answer there is a link on it that
takes you to a more comprehensive resource for you can take more than 30
seconds to review information with more new ones and what have you.
Another thing I want to point up, even the wrong answers have been kind
of funny. We have toned down the humor is a little bit because we are
sending this out to employers and is pretty much packed with
information. So even though this wrong answers will help employers to
further their knowledge on the topic. And they are not punitive in any
way. Is a 30-second Training, it is not a test. It is just meant to be
informative and not make anybody feel like, oh, I got that wrong and I
feel better about it. Another piece of this, there are sound effects and
we will not be sharing them with you today so that will be a nice, fun
surprise when you check them out with yourself and we know that many
people do not keep their computer speakers turned on, and that is fine.
And certainly if you are doing them any more formal presentation and
using them to augment that the sound can be fun.
------------------------------------------------------------------------
So with that I am going to go ahead and talk about the four topics areas
that are covered with these 18 questions. The topic areas are, and they
build on one another: compliance benefits, ADA basics, of recruitment
and hiring strategies and a planet basics. The numbers next to them are
the number of questions in the section. And while this series really
builds on itself and you will see that in a second, each of these
trainings could be stand alone. So they speak for themselves and they
also can build on each other. So with that let's look at the compliance
benefits questions. We have three of them. The first one is, what does
disability mean for me as an employee or business owner? The second is,
what are the benefits of making my business disability friendly? And the
third question in this section is whether the benefits of accommodating
an employee with a disability?
------------------------------------------------------------------------
Now I will turn it over to Laura to tell us how we can access these
30-second Trainings.
------------------------------------------------------------------------
This is one of the things I love the most prodigious is audience
participation time. Use of the three questions. If you want to kind of
explore one of them you can participate in two ways. Number one, you can
raise your hand. Under the participant box and above the chat box is the
hand icon. You can also use the chat box or the Q&A box. All you need to
simply do is click on the Q&A or the DPN and type your question -- the
chat box and submit your question.
------------------------------------------------------------------------
Oh, I see a hand. Before we do, remember after you raise your hand to
unraise your hand. I will ask for you are calling from and the question
that you are interested in.
------------------------------------------------------------------------
[ Speaker unclear due to low audio ]
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Where is that?
------------------------------------------------------------------------
In Texas.
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So what of the three questions would you like to see a 30-second
Training on?
------------------------------------------------------------------------
What this disability mean for me as an employer or business owner.
------------------------------------------------------------------------
So as Miranda is setting this up I will tell you one of the fun things.
These are meant to be fun but very educational. So in most cases the
wrong answers are meant to educate as well upreared so as Miranda opens
that up you may see -- you might know the answer right away but I will
suggest that you and whoever else traces your hand to some wrong
answers, too, so you can get an idea of what this 30-second Training is
like.
------------------------------------------------------------------------
Okay, the holdup is that my screen has frozen up. Let's hang on just a
second here.
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Okay.
------------------------------------------------------------------------
And this is what the world of technology brings appeared I will give a
little bit of background so just interrupt me at any time.
------------------------------------------------------------------------
Okay.
------------------------------------------------------------------------
And let those of you who may not be as familiar that we actually learned
about the strategy from a Navigator in California -- or Navigators in
California who realized kind of submitting suggest little pieces of
information out is the way to go. And then this Navigator in California
during the 2004 National Training Act in navigator from New York which
I'd like to call "when east meets west" and made it more of what you see
today so we at the national level learned that this is a great way to
get specific targeted information out that would not require a lot of
time but it would really believe the user or the recipient with a lot of
great information. And in this series, the employer series we have
learned throughout the years that time is valuable and they speak a
specific employer language. I think in particular for all of those who
will use this, this is a great weight to give employers, a
human-resources specialist and those who work on behalf of this with
information that they can use but it does not require a lot of time on
their part.
------------------------------------------------------------------------
This is Miranda proud I am just letting you know that we have had a that
a bit of technical difficulty. I am wondering, DJ, if you might be able
to take the ball back from me. I will have to re-login.
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If you can take them to the desk top share and take them --
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Tactically no.
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Okay.
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I can open them up. Sorry about this, but we can still do this.
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Here is what we are going to do. And Miranda, if you are on you can
still walk them through it.
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I cannot even see the information, I am coming back in.
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Laura, it looks like I still have the ball.
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Okay. Just a minute. I am going to take that.
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There we go.
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That is okay. This is just reality and they work at the community level
and they know about reality, too. Cassandra, have you stayed on with us?
------------------------------------------------------------------------
Yes.
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So here is the beginning. This is your 30-second Training compliance
benefits. I will click on its A and if you would like to -- and if you
would like to, of what this disability mean for me as an employer
business owner? Do you want to read our options?
------------------------------------------------------------------------
On average, one of the five of my customer potential customers has
either a visible or non visible disabilities. As a business owner I have
obligations under the law in serving customers with disabilities.
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Okay.
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And what about our second option?
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On average, one out of five of my employees have a disability. Whether
they have disclosed it or not. And as an employer I have obligations
under the law in accommodating employees with disabilities.
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Okay, and the third option?
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One in three people have a close friend or family member with a
disability. These are my employees. My customers, and my potential
customers.
------------------------------------------------------------------------
And the fourth option is all of the above. What do you think the answer
would be? Feel free to choose a wrong answer.
------------------------------------------------------------------------
I will say option two.
------------------------------------------------------------------------
Okay, let's see. Good answer, according to the U.S. Census Bureau one in
five Americans has a physical or mental disability. This includes your
employees and potential employees. Many of whom will be more productive
and efficient as a result of your efforts to provide reasonable work
accommodations. Additionally, according to a title one of the Americans
with Disabilites Act you are obligated by law to provide reasonable
accommodations prepare is a better answer though. So let's try again.
------------------------------------------------------------------------
Option one.
------------------------------------------------------------------------
Option one, zero dpnnavigator.net let's see.
------------------------------------------------------------------------
True, but that is not all. According to the U.S. Census Bureau one in
five Americans has a physical or mental disability. This includes
consumers or potential consumers who will benefit from efforts to be
accessible and accommodating and will reward you with your efforts by
becoming loyal customers but additionally whether you are a public or
private entity if you are serving the public than you are required by
the Americans with disability Act title two and three to provide
reasonable accommodations and access to their goods and services. This
isn't the correct answer to the question, though. Try again.
------------------------------------------------------------------------
All of the above.
------------------------------------------------------------------------
I think he knew that the whole time and I will let you the answers.
------------------------------------------------------------------------
According to the U.S. Census Bureau, one in five Americans have a
physical or mental disability. This translates into one in three
Americans who have a close friend or family member with a disability.
These are your employees and customers. To learn more about your
obligations as an employer under the Americans with Disabilites Act and
to find strategies and resources including tax incentives for hiring and
accommodating employees with disabilities, click here.
------------------------------------------------------------------------
Thank you for choosing wrong answers, T1. This gives you an example. We
will not be cooking right now but this will take the users to more
information about the subject to help educating them and want to thank
you for playing along and bearing with us for our technical difficulties.
------------------------------------------------------------------------
Laura, I am back on. I will let you hang on to the ball though, because
I am not sure what the glitch was.
------------------------------------------------------------------------
There you are. I will tell you which slides to go to.
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Okay. There we go. So I am going to click the slides. Okay. ADA basics.
Who wants to follow Cassandra and take one of these 30-second Trainings.
We will have you participate did so the questions are. What are the
basic protections offered by the Americans with Disabilites Act? Explain
those provisions also known as ADA title one. And who has protections?
And what employers have complaints responsibilities under the ADA. One
of them is a little tricky, that third one is a little tricky.
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We already have a question. Okay. I am going to click on your name and
let me know when it unmutes it.
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You have to right-click and click on unmute.
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I am sorry.
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Oh, are you there?
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Hi.
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You know, technology is not with us but we will make it. What question
would you like?
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The second one critic who has protections under the ADA -- the second
one, who has protections under the ADA. The definition of disability.
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I will open it.
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That is wonderful, thank you. It is a bid to have good technical
assistance. So this is your 30-second Training. I just want to point out
when it says ADA basics that does not mean anything to the employer, it
is eight category that we're giving to you all with your business
liaisons' and what have you so you know which category that you are
under. So do you want to read that or do you want me to read that?
------------------------------------------------------------------------
I will leave its peak on September 25th, 2008, the president signed the
Americans with disabilities Amendment Act of 2008. ADA Amendment Act or
act. The act emphasizes that the definition of disability should be
construed in favor of broad coverage of individuals to the maximum
extent permitted by the terms of the ADA and generally shall not require
extensive analysis. The act makes important changes to the definition of
the term disability by rejecting the holdings in several Supreme Court
decisions and portions of the EEOC's ADA regulations be the effect of
these changes is to make it easier for individuals seeking protection
under the ADA to establish that he or she has a disability with and and
meaning of the ADA. Okay. Well that's -- that is basically just to give
you a little bit of an inch or so if you are an employer and are like,
what is this.
------------------------------------------------------------------------
Yeah, a lot of words.
------------------------------------------------------------------------
A little bit of background. You have a little bit of a better shot
answering the questions being so you have none three options here. You
can tell me which one you want. So your options are: employees who have
a workplace injuries and qualify for workers' compensation benefits.
Your second option is individuals with the physical or mental impairment
that substantially limits a major life activity. The third option of is
people who regularly see a doctor.
------------------------------------------------------------------------
I will go with Number two, individuals with a physical or mental
impairment.
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And you are correct. Okay. Go ahead and read that for us, Carol.
------------------------------------------------------------------------
Okay, the ADA offers protection to qualified individuals with
disabilities. Disability is defined as: a physical or mental impairment
that substantially limits one or more major life activities of an
individual. A record of such impairment, or been regarded as having such
an impairment. The ADA also offers protection to individuals with no
relationships or associations with an individual with a disability. For
example, parent of a child with a disability, wife of the house band
with a disability. For more information on the definition of disability,
visit your Regional ADA center or 18949 18949.
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Thank you could great job. You know, it takes a little less time to read
them in your own head then to read them aloud so we do hope it might be
like -- it might be more like 40 seconds, right, Carol?
------------------------------------------------------------------------
Right.
------------------------------------------------------------------------
Can you probably see with these kinds of 30-second Trainings it can
cause you to ponder the question. Give you a that a bit of information
and that Meese was at the end is really key because maybe they want to
know more. They do not think the answer in the 30-second Training clip
provided a or they want a different and on April thank you for planning,
Carol.
------------------------------------------------------------------------
Okay. That is pretty all encompassing, isn't it cracks that definition.
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It is privet but if you need help figuring out what that is you can call
up -- is, but if you need help picking out what that is you can call
that number.
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Thanks Carol.
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Okay.
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So let's go ahead and look at the next category which is recruitment and
hiring strategies. We have six different questions so be thinking about
which one you want to see, on the screen and which one you want to
participate in. I am going to go ahead and read through these and then
Laura will open up the lines. It looks like people are already raising
their hands, but in order to raise your hand you have to have dialed in
the correct way. If you are not connected right back, you can tie up
your question in the chat box -- type up your question in the chat box
so we might be able to dress it that way.
------------------------------------------------------------------------
So let me read these questions really quick. Why should I hire a person
with a disability? How do I find a qualified candidate with a disability
for my open position? What questions can I ask when interviewing
applicants with a disability? What is a state vocational rehabilitation
agency, and how can they help me? Where can I find a short video that
dispels ten common myths about hiring people with disabilities? In the
last question is whether the benefits of becoming employer partner with
SSA's Ticket to Work program?
------------------------------------------------------------------------
Okay, we have three hands raised so one of you or all of you will have
to submit the question you want in the chat box because we will not be
able to connect to in terms of the are apportioned.
------------------------------------------------------------------------
I am wondering if we showed the directions again really quickly that
will allow them to dial in really quick.
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Here we go. Remember do not close the Web portion. Just hang up the
phone and follow these directions. So and, indeed, Jan, and Mary,
whichever one of you can dial the fastest.
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Maybe we will take a couple questions here. Well, I keep seeing you but
it goes off.
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When you raise your hand, leave it up.
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This is like a game show.
------------------------------------------------------------------------
Mary, I am not sure. Yeah, I still do not think he might be -- you might
be synced up.
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Maybe we can have DJ be a proxy for Mary. DJ, Mary is counting on you.
------------------------------------------------------------------------
Okay. The question -- Do you know the question? She broke in -- wrote it
in to the chat box. It is what questions to ask when interviewing an
applicant with a disability.
------------------------------------------------------------------------
Okay.
------------------------------------------------------------------------
And actually that is the same one that Shree wanted.
------------------------------------------------------------------------
Okay.
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I am looking for it. Just a minute.
------------------------------------------------------------------------
Tell me what questions can ask when interviewing. Okay.
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I would try to pull it up but I do not want to freeze my computer again.
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Oh, what our legal interview questions.
------------------------------------------------------------------------
Okay. It should be coming up.
------------------------------------------------------------------------
And you might want to have the one Jan wants to address, the Ticket to
Work question.
------------------------------------------------------------------------
So DJ or should I call you Mary/Shree? Okay. What questions to ask when
interviewing an applicant with a disability? Here are your options but I
can ask about medical treatments, medications, hospitalizations and
workers' compensation injuries. I can ask about the applicant's ability
to perform specific job functions and may even ask for a demonstration.
Or your third option is I am the employer. I can ask anything I want.
------------------------------------------------------------------------
I will go with IBM the employer, I can ask anything I want.
------------------------------------------------------------------------
[ laughter ]
------------------------------------------------------------------------
And not quite precondition to limitations of other labor laws the
Americans with Disabilites Act limits the types of questions and
employer may ask any people in the hiring process to ensure qualified
candidates are not screened out. Okay. Try again.
------------------------------------------------------------------------
Okay. Then that certainly means I can ask about medical treatment and
medications and hospitalizations and certainly workers' comp injuries.
------------------------------------------------------------------------
[ laughter ]
------------------------------------------------------------------------
Wrong choice. An employer may not make any plane in Korea but the
disability pay and a player may not ask questions about medical history
-- an employer may not make any preemployment inquiry or workmen's
compensation injuries before a conditional offer of employment is made.
------------------------------------------------------------------------
Process of, DJ.
------------------------------------------------------------------------
Well I guess I can ask about an applicant's ability to perform specific
job functions and I can even ask for a demonstration?
------------------------------------------------------------------------
Correct. Do you want to read that one, DJ?
------------------------------------------------------------------------
During a job interview, an employer may ask questions to determine
whether an applicant may perform specific job functions or duties could
the question should focus on the applicant's ability to perform the job
not on the disability. An employer may ask all applicants to describe or
demonstrate how they will perform a job with the without an
accommodation. After making it conditional job offer in before an
individual stars work and a player may conduct a medical exam for as
culprit questions of all Canada to receive a conditional job offered.
For more information about the pleasures possibility during the hiring
process check out an EOC - EEOC resource by clicking here.
------------------------------------------------------------------------
Okay.
------------------------------------------------------------------------
You see how these are applicable for employers and they may be
interested in these.
------------------------------------------------------------------------
Are you ready for the next one?
------------------------------------------------------------------------
Yes.
------------------------------------------------------------------------
Are you there?
------------------------------------------------------------------------
Yes.
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This is your next one. Good day, this is your 30-second Employer
Training. Recruitment and hiring strategies.
------------------------------------------------------------------------
Do you want to read that?
------------------------------------------------------------------------
Sure, employers that have a demonstrated commitment are incurred to
consider becoming partners with the Social Security Administration's
ticket program. They get a leg up on the competition including all
individuals with disabilities. Been amply a partner allows the employer
to showcase their company as a disability for and the employer to gain
exposure.
------------------------------------------------------------------------
So what are the benefits of becoming an employer partner with the Ticket
program but I am pretty sure you will get this right the first time but
here they are approved for posting of your company's logo, and the link
to careers of state job postings. Eligibility to claim the work up to
the tax credit. Assistance in meeting diversity hiring goals and
increase the visibility to implant networks and other local service
providers or all of the above.
------------------------------------------------------------------------
I think I'm going to go with all of the above.
------------------------------------------------------------------------
Okay.
------------------------------------------------------------------------
For first-time. You knew the answer to this pretty good job. Go ahead
and read the answer.
------------------------------------------------------------------------
When you become a player partner with the Ticket to Work program you get
all of the following: three posting of a company's logo on the Web site,
all to be to claim the work up to the tax credit, assistance in meeting
diversity hiring goals, and increase the ability to implement their
works and other local service providers who referred to qualified job
content and for more information go to the CESSI website.
------------------------------------------------------------------------
Let's go ahead and go to the next category. Give everybody is a little
bit of a taste and will see what we're doing time-wise and I will read
through these questions and DJ you may have to serve as a proxy again or
if someone wants to raise your hand for this we would love to hear some
other places.
------------------------------------------------------------------------
So here are the questions for the first one, I have hired a person with
a disability. Now what? Was a reasonable accommodation? What should I do
when my employee asks me for an accommodation? The fourth one is what
are some ways I can accommodate all my employees? And then under the ADA
can I discipline or fire an employee with a disability? In the last
question is, what tax incentives are available for players who hire
people with disabilities?
------------------------------------------------------------------------
Okay the only hands that I see we can not open their lines.
------------------------------------------------------------------------
Oh, Shree sent me a post saying, under the ADA can I disciplined or
fired an employee? That is the most hot-button under this session so
let's go ahead and do that on her behalf.
------------------------------------------------------------------------
Okay. All of these have really been content in them but this one is a
tricky one to address, too. So let's see how we did it.
------------------------------------------------------------------------
So I will read this and consider this from the book "Superfreakonomics."
The Americans with Disabilites Act, ADA was intended to safeguard
disabled workers from discrimination did a noble intention, yes?
Absolutely, but the data convince me show that the net result has been
fewer jobs for Americans with disabilities. Why? After the ADA became
law, and employers were so worried they wouldn't be able to discipline
or fired bad workers to have a disability that they avoided hiring such
workers in the first place. So DJ, your question is this. Is it true
that under the ADA you cannot fire or discipline an employee with a
disability? And your Options are no or yes.
------------------------------------------------------------------------
I will go with with no, it is not true. Under the ADA I can fired or
disciplined an employee with the disability.
------------------------------------------------------------------------
That answer is correct good if an employee is having difficulty in
building their job duties in maybe due to the need for an accommodation
in this instant it is the employee's obligation under the ADA to provide
a reasonable accommodation. This is a cost-effective way to keep a
valued employee however, employees with disabilities are like all other
employees in all of them will prove to be effective with in their
position or with in your organization and this is an excellent resource
that we got from the Job accommodation Network which is the Americans
with disabilities Act: applying performance and conduct standards to
employees with disabilities. This is a good one. Actually can we go back
-- I would like to show them what the wrong answer was and then we will
go into the employee resource section and have DJ shared the Resource
guide. Can we bring that up again really quick?
------------------------------------------------------------------------
You know, it never comes real quick.
------------------------------------------------------------------------
I think you have already got it.
------------------------------------------------------------------------
Just a minute. Excuse me here we will go to yes, it is true under the
ADA I cannot fire. The answer would be wrong. This is a common
misperception and you see Donald Trump saying, "You're fired!" and we
also have a quote from one of the founders of the ADA that people with
disabilities want the right to be fired so it is a pretty emphatic
statement. So let's finish this up and talk about the strategy and then
I will turn it over to DJ to give us a quick preview of the Resource Guide.
------------------------------------------------------------------------
Okay the strategies. Thank you for everyone participating in thank you
for being a proxy, DJ.
------------------------------------------------------------------------
You know, they can be used as stand-alone trainings and you can pick
which ones you want to use. That is entirely up to your discretion be
you can use all of them or pick and choose. You can do standalone
training and send them out via listservs. We were probably recommend not
more than two a week, probably one a week on a Friday. You can send them
all as attachments. Maybe you are doing a session that covers this type
of situation. So that is a little bit of a teaser for some things people
might be learning. You can to icebreakers for business event speed when
you are there in person and you have got the music and the applause.
When you get the correct answer that is always a lot of fun so they can
be fun little icebreakers' or breaks the route training event could you
can also put them as follow ups. If you want to follow up with people to
be -- reenforce information, this is a really good resource. So let's go
ahead and go to the next slide. These are instructions for accessing the
30-second Training series and I will post a power plant so you have this
direct link along with the resource -- I will post the PowerPoint so you
have this direct link as long as the resource guide. They are available
in both PowerPoint show and also HTML format and the HTML format is
accessible for individuals who use screen reading software. So these
30-second Trainings we have found a way to make them a accessible for
people who use screen readers and we believe this works well. Now I will
hand it over to DJ who will talk about the Employer Resource Guide that
we developed to really helped capture all of the links that you are
finding on the answers in the 30-second Training.
------------------------------------------------------------------------
So, DJ?
------------------------------------------------------------------------
Thanks, Miranda. And Laura you can choose to hang on to the ball or move
it to me.
------------------------------------------------------------------------
We will try to run this -- run to this quickly so we can lead time for
questions and answers and all of that stock bid so basically we will
talk about why do we have a Employer Resource Guide? We will actually
speed to the Employer Resource Guide itself. We will identify it ways
that the guide can be modified for a more targeted focus which will
assist you in kind of creating some buy-in. We will show you an example
of what one of those modified guides looks like and so you can see that
and the state level modifications. We will identify some ways in which
the guide can be used and dislike with the 30-second Trainings we will
provide you with access to show you how to access those peepers thing is
why do we have a Employer Resource Guide in the first place? Miranda
already hinted to this but the idea is that the supervisor would take
away a quick Resource Guide, a quick reference guide that will give you
a lot of the information that is captured in the correct links and even
in the incorrect links that we talked about in the 30-second Training.
The single document, it can be flipped through or scrolled through
basically so the other part of it is that we want to increase employer's
awareness. Back only to take away as a Navigator, this is also a take
away for a employer pit it increases their awareness and shows them a
wide variety of resources that are available to support them in finding,
interviewing, hiring, accommodating, disciplining, and retaining
qualified and pleased with disabilities. So those are some of the
reasons that we created this guide and I will take you through this
Employer Resource Guide here just a little bit. The first thing I want
to give a quick plug. As you all remember, Laura and Miranda both talked
about the partnerships that we have in developing this so you can see
the disability and business Technical Assistance Center in the Rocky
Mountain region and again these ADA centers, they are really great
resources and I will not say too much more about it because we will talk
about them with in the Employer Resource Guide. So this was developed to
provide public and private employers with relevant up-to-date
information on their legal obligations along with resources that
consistent and identifying and implementing effective accommodation
strategies to help in hiring or retaining qualified employees with
disabilities so as I mentioned this is the national guide. This is the
guy that was developed at the national level. This will be mostly
National Resources.
------------------------------------------------------------------------
Any minute we will be showing you what a modified guide looks like so I
want to run quickly to what these resources are on here so that you are
aware of them. We may or may not have time to look to all of these
resources but this is something to take a quick mental notes. And for
those of you who are one-stop business Services staff if you are not
familiar please take the time and check out this resource. We target
employers whether above their work force size is and provides services
that include one on one consultation on all aspects of job
accommodations including the process, ideas, products, vendors, specific
accommodation needs and other resources with the ADA compliance issues.
It is a stage resource if people are not familiar they can be accessed
by phone or e-mail and there are three particular things that we
highlighted with in the Cypriot one is the surgical online accommodation
resource. Really cool product we're basically an employer can it go in
and type in an existing disability and it gives ideas for what
accommodations may be applicable to a person with that particular
disability. And also the employers practical Guide to reasonable
accommodations under the Americans with Disabilites Act which Miranda
highlighted earlier so this is a really great resource and the next
thing that will be thinking about is the work opportunity tax credit.
This is a really good restores and I found that it was one of the most
underutilized resources out there. A lot of employers were not aware of
it. Business services and staff did a good job of promoting it but often
forgot that part of that target audience, that targeted group.
Particularly it was mentioned earlier for those that have a Ticket to
Work, they can take advantage of the work opportunity tax credit and we
provided a web site here so people can garner some more information.
Navigator, if you are not familiar with this, as take some time to learn
more about it and talk about how you can use its to incorporate and
really focus that person with disabilities.
------------------------------------------------------------------------
The next resource is the ADA national network also known as the DBTAC
Assistance Centers network and what we have done is provided you the
general with said that takes you to the ADA National web site where you
as a personal staff can click on your Region and find the ADA center
that serves your area. They provide a variety of information. They serve
a variety of audiences including employee is, individuals with
disabilities, business operators, and one of the really nice things is
that all calls are strictly confidential. This is one of those great
resources that if they are unsure and have questions and are nervous,
letting them know that the regional ADA center is a place the Amex a
place for them to call and find the description -- is a safe place for
them to call and reach out to representatives for training on top of the
disability and deployment related topics. They can phone or e-mail the
ADA Center for stop bashing fully accessible and accommodating places of
business for consumers as well as implement of staff. So it really is a
great resource. They are very responsive, very knowledgeable and they
are the experts. If that is not a connection that you have already made
make sure that your business services staff are aware of the ADA center
and help promote this to use this guide and hardly this as a resource.
The Equal Employment Opportunity Commission is another obviously great
resource. It is targeting most of employers with at least 15 employees
covered by the EEOC sow 20 employees in the Age discrimination cases are
also covered and to learn about federal laws about employment
discrimination is when you want to access this resource. Unfair
treatment because of race, color, religion, pregnancy, age, disability
or genetic info. And also if they are being harassed by managers or a
hostile work to buy environment. If somebody is denied a reasonable
accommodation is a good resource in dealing with federal laws and we
have provided the web site for you.
------------------------------------------------------------------------
Not moving right along, EarnWork or the employer assistance and Resource
network. It is all in four years regardless of size and whether they are
public for employers regardless of size and with the they are public or
private if your interested in disability etiquette awareness, want to
learn more about diversity and inclusion. Tax incentives but they want
to learn more about making their Web sites accessible and the retention
and the advancement of qualified workers with disabilities as well as
internships and mentally and opportunities for persons with
disabilities. So it is a National Center that provides free assistance.
They provide training for federal agencies, private employers and all
aspects of inclement pinned their resources page is a really great page
but it has great information and links to multiple different resources.
Or multiple resources. So that is something that I would strongly
encourage all of you to check up especially as the Navigator or a
one-stop career centers the service staff sitting there with you if you
have not been to the EarnWorks page that is a really good page to check
out. So I am going to keep moving in the interest of time. The next one
is the Department of Labor Office of visibility and employment policy.
Can you tell it is a Friday afternoon? So anyway there are two links
that we have provided here. When accessing ODEP, we have provided the
generally to the ODEP Web site and that might or that will provide
recruitment resources for identified qualified job candidates with
disabilities. There is a business newsletter with the latest information
that employers could sign up for it. And then there is profiles of
successful employment situations and extensive publication library and
what is really cool about this is that they have been successful
particularly for someone who might does need a good twisted the arm
broken not necessarily always to see the ability of people with
disabilities that profile situation really does help open minds and
demonstrate to deplete that it is certainly possible for any person with
a disability to work if they want to work for. The other major thing
that is new and as part of the site is the new Elaws, a
nondiscrimination law adviser. And what it does is it will provide you
with a customized list of federal disability nondiscrimination laws that
may apply and links to detailed information that will help an employer
understand their requirements. So this is a really great resource.
Something that is new priggery highlighted it last week so if you did
not catch it there make sure you can cheat here and take some time to
check that out.
------------------------------------------------------------------------
The ADA business connection includes complaints resources including
videos, on light trading, courses and business specific publications and
is targeting business owners, operators, hiring managers and
supervisors. And employer would want to access this when they want to
learn about all access issues of a business. What are the compliance
issues with both employers and -- with employers, I am sorry and also
contain links to ADA Publications and there is a Online ADA course. And
what did we say earlier? One in three people has a family member or
friend with a disability pittas a really opening up the market segment
by reaching out -- so really opening up the market segment by reaching
out. I know somewhere in the 30-second Training seminar is says $175
billion in discretionary income so that is a big number to throw out
there to employers to be thinking about. I also have included links to
other business resources including things like the small Business
Administration.
------------------------------------------------------------------------
The USBLN is for employers, human resource personnel, hiring managers
and supervisors. You can check of the website and find their
e-Newsletter and the nice thing about the USBLN is it serves as a
collective voice and represents over 5,000 employers.
------------------------------------------------------------------------
The next resource and this one should be hopefully a no-brainer for all
of the is the one-stop career center business services information. This
is a general national site that links people to the career one-stop page
and therefore they can access the business services staff. Remember that
this guide was designed for employers as they take away for employers so
we want employers to be thinking about obviously ax seemed the one-stop
career centers -- as Axa seen the one-stop career centers services
staff. So hopefully all of you are familiar with what the one-stop
career center can do it and finding qualified job candidates, providing
access and funding is poured skill development and providing information
on unand planning benefits and strategies and assistance.
------------------------------------------------------------------------
The last two resources that we wanted to include art vocational
rehabilitation and the Social Security Administration Ticket to Work. I
will not talk too much more about the Ticket because we did cover a
30-second Training on that so hopefully you can see the benefits for the
Ticket to Work program. But a vocational rehabilitation, hopefully most
of you are familiar with what it does. Their target audience would be
employers or resource professionals and hiring managers and supervisors.
An employer might want to access them in the case when they have an
employee with the onset of a disability. Whether that is to illness or
accident and they would like some assistance in identifying and possibly
pain for affected accommodation strategies. If an employer wants to
learn about accommodations such as job postings and also in an employer
wants to learn more about work tryout and on-the-job training and how
this is his cabinet it from these programs that often available.
------------------------------------------------------------------------
So that pay much sums up the Employer Resource Guide.
------------------------------------------------------------------------
DJ, I'd just want to remind everyone really quickly. We have got this
available. Those links are live when you click on them on the Resource
Guide Pin Vasari.
------------------------------------------------------------------------
That is okay.
------------------------------------------------------------------------
Submit talked about earlier the ability for you to modify the bag and
this is where Miranda is right -- to modify the guide and we have posted
two version employer is the PDF version and we have also posted a
Microsoft word version of the the guide so you can disseminate it to the
local areas or the regional areas. So a couple of ways that you can
modify the guide is including your own logos, adding state and local
resources and you can modify some of the following sections. I will show
you a quick example but one of the places like when we talk about the
ADA centers instead of having that National said -- listing, you could
have your link and a link to your one-stop career centers if they have
their own site and specific info like the lights blink, -- live link to
your state Vocational rehabilitation of this bid and some of you may
say, gosh, I already have something like this. And that is great pity if
you have already developed a Employer Resource Guide, just take a look
at this and pull any resources -- pull out of this one and add it to
yours or the other way around if you wanted to use this one as kind of
the shell and put in your additional resources from the Employer
Resource Guide you have already developed. So ultimately again we just
want to provide you with something that can serve as a Quick reference
Guide as a take away. Something that you can hand out to employers. Let
me just show you what example of a local or modified guide looks like.
------------------------------------------------------------------------
You can see here that this is New York makes work pay. The did actually
believe this a general introduction that talks about the purposes. We
recommend that just because it really gives a quick synopsis of what it
is about. There were not many changes on the first page but on the
second page they have added the state seal for the state of New York and
the information that is specific to New York State links to their
department that may help employers and accessing this credit. The
disability business and technical center they changed it from the
national one to the DBTAC Northeast which is housed at Cornell
University. Other examples, again, they changed the Business leadership
Network instead of having the national network they have changed that to
central and western New York and have changed the links and contact
information so it is appropriate for their regional or state area. Again
that is a way that you can change that and make these more region
specific or state specific and EarnWorks and ODEP our national so those
will not change and if you are covering a region and in your region has
a one-stop career Center Web site go ahead and put that in there because
you really want to make that information as easily accessible as
possible to import years because as we all know the employers are busy.
to employers because we all know that employers are busy and they that
these are some easy, quick examples of how you can modify the guide in
order to make it more friendly to your local area. So that was just an
example of what our modified guide looks like a.
------------------------------------------------------------------------
Just really quickly before we turn it over to Laura and open it up to
questions there are some suggestions that we have in order -- ways to
use this guide P1 is that you could include the electronic version of
the modified Guide as a resource on the business and the player page of
your one-stop and partner per se. So if there is an area specific for
employers, this post electronically to that area and is a really good
resource again if you want to modify your own and making your own or
added to something that you have already got there. It just trying to
get that out there as much as possible. The other thing is that if it
does get posted to the above somewhere and you want to include a link to
that resource in York staff signature or e-mail, that is another great
way to get exposure in the signature line of your e-mail. We always
provide something like this in our new employer contacts package. A lot
of times when we did our reach to roguery and a lot of those
organizations we have pacas ready to go. And you can also provide the
PDF for Version as they mentioned as a desktop resource. And certainly
any time there is a job fair or having a convening of employers you want
to see if you can get this out there.
------------------------------------------------------------------------
Last but certainly not least we want to provide you the instructions to
accessing the guide much like the 30-second Trainings they are located
in the same place. Both the the PDF version and Word version, you can
access those and they will be on the same page just before you start
getting into the 30-second Trainings. With that I will hand it back over
to Laura.
------------------------------------------------------------------------
Great. Thank you, DJ and thank you Miranda. Remember I said that the
Navigator position is intended to increase employment and self
sufficiency for individuals with disabilities by linking them to
employers and by facilitating access to support and services that will
provide transition to implement. So what we really tried to do today's
webinar along with a resource guide is to create something to help each
of you who joined us today and that includes the Navigators and other
works were as partners to help increase awareness and knowledge around
disability and employment. It is very key and hopefully as you went
through this webinar, you know, you've found ways in which you will be
able to use this and you also might have thought about wow, that sounds
good but based on your community here is a way that I might use it to
disseminate the information. You also might have been thinking, wow, I
have some promising practices that I would like to talk about, too.
During the remaining time we want to open the phone lines for all of
you. Give you an opportunity to ask questions if you want to know more
about the 30-second Trainings printed if you want to know more about why
the questions were chosen, why they are in the topic areas they are.
Maybe some resources that were included in the Resource guide. Now is
your opportunity to do so bid I will remind you of how you can do that.
Number one, if you are synched up to the audio portion you can raise
your hand by clicking on the raise hand icon which is either above the
chat box and below the participants. You can also use either the chat
box or the Q&A box to ask a question be click in the box and type in the
question in and we will respond to that.
------------------------------------------------------------------------
Laura? I'm sorry, this is Miranda. I have two questions coming in.
------------------------------------------------------------------------
Okay, great.
------------------------------------------------------------------------
And while we're waiting for people to raise their hands I will throw
these out there from the Q&A and chat functions.
------------------------------------------------------------------------
I have a real question and this actually came up while we were running
through the 30-second Training bid can explicitly advertised for an
employee with a disability? Tonight require that the employee have a
disability like affirmative action? You know, that is a really
interesting question. The purpose of this call is to talk about the
30-second Trainings and Resource Guide but I think one of the materials
that DJ just walked through would be a great resource for you in finding
of the answer to that type of question. You could contact certainly your
ADA or your DBTAC bid is the same thing. The disability business
Technical Assistance Center. Those are free confidential questions is a
free service while, taxpayer dollars paid for that but it is
confidential. You can call them and they are there to help you address
those kinds of issues. And they can really provide some great guidance
and specifics. So I would encourage you to use that resource guide to
find out the answer to that question. The other question that we have is
from Dan Goodman, where can we get the PowerPoint? Do you think now
might be a good idea for me to pose that?
------------------------------------------------------------------------
I think that would be fine.
------------------------------------------------------------------------
I am going to go in -- I have to take the ball back from you, sorry.
------------------------------------------------------------------------
That is a great question and we are also aware that this is not an area
that we are an expert in and that is why we said also during the
introduction that in building the series we went to our national
resources to make sure that the answers, both the wrong and correct
answers were accurate and as Miranda said the ADA also known as the
DBTAC, based are very responsive resources so if you have never
contacted them this is a great opportunity to try and see how beneficial
the can before you.
------------------------------------------------------------------------
And I have got the PowerPoint presentation up in front of everyone now.
If you click on that with your mouse and click on the download button
you can download it directly onto the desktop of the computer that you
are on and it will also be posted with the archive of today's training
on dpnavigator.net, the training page. And that would be mid to next
week at the latest that will be up there. It is really interesting, I
was worried you mean some of them with a couple of very, smart
knowledgeable state and local level folks the other day. And some of
those questions, you know, gee, they were a little tricky. It was
interesting. Is not meant to be tricky. It is meant to be
thought-provoking and the fact that there is some confusion around them
and there is a certain level of detail and nuance and questions, you
know, are they politically correct to ask? To have been those resources,
you know, those resources are there to help people to not miss steps and
to be aware and to do the right thing. Not just to the legal thing but
the spirit of law and walk through and talk about that and help assuage
people's concerns. I have never talked to a nicer people then to the Job
accommodation Network and the ADA. They are helpful and I use them all
the time.
------------------------------------------------------------------------
And we have used them at any tree means that we have had to help us with
resources. They have come on and if you look in the archives they have
also done webinars of their own. While we're waiting for other questions
I will point our other team member, DJ on the spot and I am going to ask
you. You will have to take off your national training had to and you
will have to put on your state lead and Navigator had when you were in
Alaska and while these resources were not available to use them how
would you as a Navigator or stately, how would you use these?
------------------------------------------------------------------------
Well, that is a good question. I think that for the Navigator I
certainly would have been disseminating them at -- via my listserv with
a one-stop service staff and also that they are shared with vocational
rehabilitation and above rehab providers so that way they could be.
------------------------------------------------------------------------
Shared as well. I think I would also make sure that the Employer
Resource Guide was part of those orientation package for employers and
make sure that that would be promoted and certainly at job fairs and
some of our bigger gatherings where employers were going bid and the
other thing is the chamber and Rotary meetings. I would make sure that I
was sharing those resources there and a lot of time somebody would have
a PowerPoint presentation going on any race so been able to just kind of
interject at the end of it and sharing -- anyway, so being able to just
kind interject at the end of that in sharing and get the information out
there.
------------------------------------------------------------------------
I love what DJ just said. She said two different kind of things. If she
was at different event such as the Chamber and rotary and she would work
through her partners which includes the business services staff. That
she was connected to and again and it was about this network and sharing
some that you make sure the business a staff know about it and they know
that this is resources that they then can share with their partnerships
and their employees in the organizations that they work for as well as
VR Miranda, do not think he will get out of this, too.
------------------------------------------------------------------------
I actually have something that I would like to offer. If I could
piggyback on what DJ said and it is actually everything she just said
but the one thing that I wanted to point out that is a little bit
different with these 30-second Trainings that makes them easy to use is
the fact that there is, all all of the previous series of 30-second
Trainings that you are sending up to your partners and staffs it always
includes on the final slide, it includes contact information for you and
you will find on this employer series that this is not the case because
we want your business Services staff for your voc rehab order when sap
partners to be able to use this and get the information out to folks --
one stock partners to be able to use this and get this out to be folks.
And we are pleased to see that many of you coordinated and brought in
your partners to participate with you. The hope is that you are all
court meeting how you're getting these resources out and if you are
tailoring them, that you are using the same information and you are all
contributed to what you want to have said about your different
organizations or programs or services on that. So that is just a piece
that I would like to ask and is that anywhere near the close -- in when
you close to the question that you were going to ask me?
------------------------------------------------------------------------
That was it and I think that definitely helps and for all of you on the
line again I want to say one of the major benefits at the national level
is that they bring kind of that experience and knowledge from being in
the work force system and hopefully that might help some of the new. To
get some other ideas or think about oh, I did not think about doing it
that we so thank you both.
------------------------------------------------------------------------
And the thing that keeps DJ and I real, to learn from all of you
continuing in this position and we have been out of it for awhile now.
It really even doing the 30-second Employer Training Series and earlier
in February we did a series for consumers for one-stop customers to
expand disability. And finally getting to an employer series because
many of you expressed interest as well in this and help us to come up
with some good questions so we are hoping that this is a useful tool for
all of you and I would like to remind everyone to please fill out the
survey.
------------------------------------------------------------------------
Thank you again. So we are going to get ready to close out. I want to
again thank Miranda and DJ and all of the Navigators and all of you who
joined the Navigators today. Does showed dedication that we all can
increase employment for individuals with disabilities. We appreciate
your participation and thank you for your patience with the technical
assistance difficulties, but we still were able to show you what we
wanted to show you. And just want to give you a little Pekin June stayed
to -- peek in June, stay tuned for a new series in Access. And, please
take a moment to fill out the post webinar evaluation. That helps us --
not necessarily technologically, but it helps us to make sure that as we
put together our trade means that they are meaningful and responsible
and receptive to your needs. So thank you again and I hope that you all
have a good weekend and we look forward to having you join us in June on
the next webinar. So thank you and good bye.
------------------------------------------------------------------------
[ event concluded ]
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