Employer Webinar Series - Corporate and Organizational

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Transcript Employer Webinar Series - Corporate and Organizational

Corporate Infrastructure:

Centralizing the Reasonable Accommodation Process

January 14, 2010

Susan Schwartz & Alison Levy

U.S. Department of Transportation

Loren Mikola

Microsoft Corporation

Mirelle King & Jessica Kobty

Lockheed Martin

Anne Hirsh

JAN- Job Accommodation Network

Disability Resource Center

Susan Schwartz & Alison Levy

Office of the Secretary U.S. Department of Transportation

U.S. Department of Transportation

Structure

 

12 Operating Administrations Approximately 58,000 employees

 Federal Aviation Administration (48,500 or 82% of DOT)

Top Down Support



Office of the Secretary

A Centralized Approach: Benefits

 Eliminate Financial Barriers for Managers and Employees  Cost Savings   Economies of Scale Agreement with DOD’s Computer/Electronic Accommodation Program (CAP) and support from Vocational Rehabilitation Agencies.

Centralized Approach: Benefits

(cont.)

 Facilitate Reasonable Accommodation Compliance with Consistent Services  Centralized Data Tracking  Strategically enhance the Department’s efforts to increase employment and advancement of persons with disabilities  Education, Outreach and Consultation

Results in saving time, money, and administrative effort in maintaining productive employees.

Accommodations Provided

  

Other Sources

  Operating Administrations  Facility modifications  Standard office equipment Assistive technology consumables Equipment maintenance Managers  Schedules, telework, office space, job duties Employees  Personal use items Employment Webinar Series, Hosted by: Southeast DBTAC: ADA Center and TACE Region IV Funded by NIDRR Grant # H133A060094. © 2009 All Rights Reserved 6

DRC Facilitates Accommodations

Request received Who Helps?

Civil Rights, HR & Legal Supervisor and/or Decision Maker verifies disability

Needs and potential solutions are identified Action plan signed & accommodations provided Follow up & evaluation

An Interactive Process = Success!

Employee Workplace Success Supervisor DRC

Location and Contact Info

Disability Resource Center U.S. Department of Transportation

1200 New Jersey Avenue, SE, W56-404 Washington, DC 20590 Web: www.drc.dot.gov

Email: [email protected]

Voice: (202) 493-0625 • Fax: (202) 366-3571 Hours: 8:30 a.m. to 5:00 p.m. ET Employment Webinar Series, Hosted by: Southeast DBTAC: ADA Center and TACE Region IV Funded by NIDRR Grant # H133A060094. © 2009 All Rights Reserved 9

Discussion of Centralized Accommodations Budget

Loren Mikola

Disability Inclusion Program Manager Microsoft Corporation

Main Points to Discuss

  

My role Why centralized budget?

Seeing the issue from the HR perspective as well as from the employee’s point-of-view



Questions and closing comments

My Role

 Eleven-year Microsoft employee  Employee with a visual disability  Making Microsoft as inclusive a place as possible for people with disabilities  Many partnerships need to exist 12 Employment Webinar Series, Hosted by: Southeast DBTAC: ADA Center and TACE Region IV Funded by NIDRR Grant # H133A060094. © 2009 All Rights Reserved

A Centralized Budget Makes Sense

 Eliminates reasons for exclusion  Centralizes subject-matter expertise  Easier to track where monetary and other resources are going  Easier to manage vendor and service provider relationships and contacts  Employees know who to contact with questions and requests for assistance Employment Webinar Series, Hosted by: Southeast DBTAC: ADA Center and TACE Region IV Funded by NIDRR Grant # H133A060094. © 2009 All Rights Reserved 13

My Experience With The Process

 Received equipment and assistance in a timely manner  Felt empowered to choose the best solutions for my individual needs  Never felt awkward about requesting an accommodation  Braille embosser story 14 Employment Webinar Series, Hosted by: Southeast DBTAC: ADA Center and TACE Region IV Funded by NIDRR Grant # H133A060094. © 2009 All Rights Reserved

Lockheed Martin’s Focus on Ability (FOA) Team

Mirelle King

Senior Manager of Compliance & Programs within Equal Employment (EEO) Services

U.S. Disability Statistics- Population

  

General Population (age 5 and older) - Almost 1 in 5 people have a disability

•

19.3% or 49.7 million people have at least one type of disability Working-age people with disabilities (ages 21 to 64) 2

•

12.6 % of the total working-age population (or 21.4 million people) have one or more disabilities Number of employed people with disabilities (ages 21 to 64) 2

•

6.6 % or 8.1 million people have one or more disabilities

Sources:

Source: U.S. Census Bureau, Disability Status 2000: Census 2000 Brief Issued March 2003 http://www.census.gov/prod/2003pubs/c2kbr-17.pdf

Houtenville, Andrew J. 2006. "Disability Statistics in the United States." Ithaca, NY: Cornell University Rehabilitation Research and Training Center on Disability Demographics and Statistics (StatsRRTC), www.disabilitystatistics.org

U.S. Disability Statistics - Employment

Employment rate of working-age people with disabilities by disability type 2

Among the six types of disabilities identified, the highest employment rate was for people with “sensory disabilities”

• 47.8% - Sensory (blindness, deafness, severe vision or hearing impairment) • 32.0% - Physical (limited basic physical activities such as walking climbing stairs, reaching, lifting, or carrying) • 29.0% - Mental disability (learning, remembering, or concentrating) • 17.2% - Self-care disability (dressing, bathing, or getting around inside the home) • 16.7% - Difficulty going outside (the home to shop or visit a doctors office) • 7.3% - Employment disability (difficulty working at a job or business) Employment Webinar Series, Hosted by: Southeast DBTAC: ADA Center and TACE Region IV Funded by NIDRR Grant # H133A060094. © 2009 All Rights Reserved

Disability Information



Largest minority population



Includes all other dimensions of diversity



Disability is an acquired dimension - anyone can join at any time



Disability factor increases with age



Returning Veterans with disabilities

Corporate Policy Statement

In 2008, LMC enacted our corporate policy statement entitled “Providing Reasonable Accommodations in the Workplace and for Applicants” 19 Employment Webinar Series, Hosted by: Southeast DBTAC: ADA Center and TACE Region IV Funded by NIDRR Grant # H133A060094. © 2009 All Rights Reserved

Our Experience

 Our employees with disabilities are capable and productive  We believe we are effective in retaining existing workers who acquire disabilities and arranging accommodations  Proactive recruiting and inclusion of individuals with disabilities has positively impacted our retention, morale and culture  Majority of our work-related modifications have no cost associated to them, e.g. schedule changes, telecommuting, etc.

Focus on Ability (FOA)

FOA Accomplishments

 Corporate Policy Statement 575 “Providing Reasonable Accommodations in the Workplace and for Applicants” established a framework for corporate –wide compliance with legal requirements and established a process for applicants and employees needing workplace-related modifications  Participation in the Seamless Transition Apprenticeship Program (STAP); a two year apprenticeship program for veterans with disabilities  Participation in the Social Security Administration’s Ticket to Work program expands our talent gateway to persons with disabilities Employment Webinar Series, Hosted by: Southeast DBTAC: ADA Center and TACE Region IV Funded by NIDRR Grant # H133A060094. © 2009 All Rights Reserved 22

FOA Accomplishments

(cont.)

 Support programs such as Emerging Leaders and Entry Point, which provide students with disabilities intern and co-op opportunities at Lockheed Martin  Support non-profit organizations such as Career Opportunities for Students with Disabilities; Abilities!; Careers and the disABLED; and the American Association of Persons with Disabilities  Move beyond just recognizing October as the National Disability Employer Awareness Month (NDEAM) to year long activities, communications and programs  Create disability-related resources available online for managers and HR to use Employment Webinar Series, Hosted by: Southeast DBTAC: ADA Center and TACE Region IV Funded by NIDRR Grant # H133A060094. © 2009 All Rights Reserved 23

Additional Internal Groups

 LM Adaptive Technology Center of Excellence (ADIT) provides managers with a tool to help them offer IT-related accommodations in the workplace  Lockheed Martin has over 100 affinity groups corporate wide, some of which have a focus on employees with disabilities which raises awareness about people with disabilities in the workplace  LM Human Factors & Usability Engineering – to help identify accessibility goals and objectives, perform conformance evaluations on new or existing sites and conduct Web accessibility usability tests with individuals with disabilities as users Employment Webinar Series, Hosted by: Southeast DBTAC: ADA Center and TACE Region IV Funded by NIDRR Grant # H133A060094. © 2009 All Rights Reserved 24

Recognition For Our Success

 In 2008, Lockheed Martin received the U.S. Department of Labor’s New Freedom Initiative Award for innovative and proactive efforts to recruit, hire, develop and retain persons with disabilities  Lockheed Martin was rated one of the best employers for people with disabilities by Careers & the disABLED magazine. The company came in 6th out of 50 in 2009. In addition, the Company sponsors the Careers & the disABLED National Conference 25 Employment Webinar Series, Hosted by: Southeast DBTAC: ADA Center and TACE Region IV Funded by NIDRR Grant # H133A060094. © 2009 All Rights Reserved

Local Accommodations Implementation

Jessica Kobty

Equal Employment Opportunity (EEO) and Affirmative Action (AA) Programs Lead Systems Integration - Owego

Local Level Implementation

 Lockheed Martin Corporation is divided into Business Areas and Business Units  Business Areas and Business Units follow defined processes based on the Corporate Policy Statement for providing reasonable accommodations in the workplace and for applicants, but may implement the policies slightly different  At Lockheed Martin Systems Integration – Owego, accommodations are reviewed and approved by Human Resources and the Medical Team 27 Employment Webinar Series, Hosted by: Southeast DBTAC: ADA Center and TACE Region IV Funded by NIDRR Grant # H133A060094. © 2009 All Rights Reserved

Owego Process Overview



Active Employees

 Accommodation Request and Essential Job Functions Evaluation Forms Completed  EEO/AA Team and Medical Dept Review 

Job Applicants

  Recruiter notifies EEO/AA Team and Medical Dept EEO/AA Team and Medical review with interviewer and/or recruiter 

Employees Returning from Medical Leave of Absence

Additional Information

 Accommodation Tracking   Local and Corporate Level Tracking Methods Benefits of Tracking  Currently working to implement an Accommodation Survey to improve the effectiveness of our accommodations and accommodation process  Owego’s ABLE Affinity Group focuses specifically on employees with disabilities and raises awareness about people with disabilities in the workplace 29 Employment Webinar Series, Hosted by: Southeast DBTAC: ADA Center and TACE Region IV Funded by NIDRR Grant # H133A060094. © 2009 All Rights Reserved

The Job Accommodation Network:

Your Resource for Accommodating Workers with Disabilities

Anne Hirsh, M.S.

Co-Director, Job Accommodation Network

Over 25 Years Improving Workplace Productivity A service of the U.S. Department of Labor’s Office of Disability Employment Policy 30 Employment Webinar Series, Hosted by: Southeast DBTAC: ADA Center and TACE Region IV Funded by NIDRR Grant # H133A060094. © 2009 All Rights Reserved

JAN is Used For

 Job Accommodation  Americans with Disabilities Act

JAN Overview

Benefits of JAN

   Over 25 Years of Service   Experienced Free National Easy to Use  Confidential

JAN Overview

JAN Experience

    Entrepreneurship Sensory Cognitive/Psychiatric Motor/Mobility

JAN Overview

Sensory Entrepreneurship Motor/Mobility Cognitive/Psychiatric 33 Employment Webinar Series, Hosted by: Southeast DBTAC: ADA Center and TACE Region IV Funded by NIDRR Grant # H133A060094. © 2009 All Rights Reserved

Using JAN

 Employers  Individuals  Service Providers  Others

JAN Overview

JAN Uses

     Accommodation and ADA Consultation Technical Assistance Documents Process and Guidance Benefit/Cost Research Policy Development

JAN Overview: Start with JAN

Benefits & Costs: JAN Study

 Employers who contact JAN were asked if they would be willing to participate in a user-satisfaction survey.

 Approximately 8 weeks after the initial call, they were contacted.

 They were asked a series of questions about their experience with JAN and what occurred after that contact.

Benefits & Costs: Participants

 1,182 employers interviewed between January, 2004, and December, 2006  366 employers interviewed between June 28, 2008, and July 31, 2009 

Total of 1,548 Employers

Benefits & Costs: Results

 Over half of accommodations (56%) were made at no cost.

 Of the 37% who experienced a one-time cost to make an accommodation, the typical cost of accommodating an employee was $600.

 Only 23 (5%) said the accommodation resulted in an ongoing, annual cost to the company and 9 (2%) said the accommodation required a combination of one-time and annual costs.

Direct & Indirect Benefits Direct Benefits

   

Retained a valued employee 88%

Eliminated costs of training a new employee 88%

Increased the Employee’s productivity 72%

Eliminated costs of training a new employee 59%

Eliminated costs of training a new employee

Indirect Benefits



Indirect Benefits

 Increased overall company morale  

59%

Increased overall company morale 61%

Increased overall company productivity 69% 61% 57%

Increased overall company productivity 57%

Select JAN Resources

Employers Practical Guide to Reasonable Accommodation Under the ADA http://www.jan.wvu.edu/Erguide/index.htm

Five Practical Tips for Providing and Maintaining Job Accommodations http://www.jan.wvu.edu/media/FivePracticalTips.doc

A to Z of Disabilities – by Disability and by Topic http://www.jan.wvu.edu/links/atoz.htm

SOAR:

Search Online Accommodation Resource

JAN: Other Resources

Contact JAN

Please call, e-mail, or visit us on the Web!

• • • • (800) 526-7234 [Voice] (877) 781-9403 [TTY] http://www.jan.wvu.edu

[email protected]

Open Discussion & Questions

THANK YOU!

Contact Information

Please Feel Free to Reach Out to Us at Your Discretion

Susan Schwartz

Dept. Of Transportation [email protected]

Mirelle King

Lockheed Martin [email protected]

Alison Levy

Dept. Of Transportation [email protected]

Loren Mikola

Microsoft Corporation [email protected]

Jessica Kobty

Lockheed Martin [email protected]

Anne Hirsh

Job Accommodation Network [email protected]

Employer Webinar Series

http://sedbtac.org/webinars/

National Network of ADA Centers Web:

adata.org

Council of State Administrators of Vocational Rehabilitation Web:

rehabnetwork.org

US Business Leadership Network Web:

usbln.org

Education Credits

DUE: January 22, 2010 CEU (0.1)

Approved by the University College at Syracuse University • • •

To earn CEU credit, you must:

Participate in the 1.5 hour webinar.

Submit forms:

Participant List

and

CEU Request

Follow CEU Credit Requirements (http://sedbtac.org/webinars/requestCEU.php?eventid=526).

• • • •

CRCC (1.5)

Approved by Commission on Rehabilitation Counselor Certification (CRCC)

To earn CRCC credit, you must:

Participate in the 1.5 hour webinar.

Score 80% or better in 3 attempts on

Post Test

Complete:

CRCC Request

and send to CRCC office.

Follow CRCC Credit Requirements (http://sedbtac.org/webinars/requestCRCC.php?eventid=526 ) Employment Webinar Series, Hosted by: Southeast DBTAC: ADA Center and TACE Region IV Funded by NIDRR Grant # H133A060094. © 2009 All Rights Reserved 48

Disclaimer

The

DBTAC: Southeast ADA Center

(Southeast DBTAC) is authorized by the National Institute on Disability and Rehabilitation Research (NIDRR) to provide information, materials, and technical assistance to individuals and entities that are covered by the Americans with Disabilities Act and its Amendments (ADA) under Grant No. H133A060094. However, you should be aware that NIDRR is not responsible for enforcement of the ADA. For more information or assistance, please contact your regional DBTAC via the National Network of ADA Centers' web site at adata.org

or by calling 1-800-949-4232 [voice/tty].

The information, materials, and/or technical assistance are intended solely as informal guidance, and are neither a determination of your legal rights or responsibilities under the Act, nor binding on any agency with enforcement responsibility under the ADA. The Burton Blatt Institute at Syracuse University (BBI) does not warrant the accuracy of any information contained herein. Any links to non-BBI information are provided as a courtesy. They are not intended to nor do they constitute an endorsement by the BBI of the linked materials. 49 Employment Webinar Series, Hosted by: Southeast DBTAC: ADA Center and TACE Region IV Funded by NIDRR Grant # H133A060094. © 2009 All Rights Reserved

Copyright Information

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DBTAC: Southeast ADA Center

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