Return on Investment: Accommodating an Employee’s Return to Work after Injury, Illness or...
51
Return on Return on Investment: Investment: Accommodating an Accommodating an Employee’s Return to Work Employee’s Return to Work after Injury, Illness or after Injury, Illness or Disability Disability Patrick Reinhart, Business and Industry Liaison Rich Sanders, Alaska Works Program Coordinator Governor’s Council on Disabilities and Special Education
Return on Investment: Accommodating an Employee’s Return to Work after Injury, Illness or Disability Patrick Reinhart, Business and Industry Liaison Rich
Return on Investment: Accommodating an Employees Return to Work
after Injury, Illness or Disability Patrick Reinhart, Business and
Industry Liaison Rich Sanders, Alaska Works Program Coordinator
Governors Council on Disabilities and Special Education
Slide 2
Who Are We? The purpose of the Governor's Council on
Disabilities and Special Education is to create change that
improves the independence, productivity and inclusion of people
with disabilities in their communities. The Council conducts
advocacy, capacity building and systems change activities to create
change for Alaskans with disabilities.
Slide 3
Alaska Works Initiative Mission: Alaskans who experience
disabilities are employed at a rate as close as possible to that of
the general population. Goal 1: Transform Medicaid programs to
emphasize employment and meet the needs of working Alaskans with
disabilities. Build the capacity of behavioral health programs and
home and community based waiver programs. Implement strategies to
increase work as an expectation amongst Adult Public Assistance
(APA) recipients. Facilitate targeted improvements to Medicaid
programs to support employment of people with disabilities.
Slide 4
Alaska Works Initiative Goal 2: Ensure access to resources
needed by Alaskans with disabilities to secure and maintain
employment. Provide training and information to increase use of the
Medicaid Buy-in, Ticket-to-Work, benefits counseling and other
work-related resources. Implement strategies to meet employment
needs of youth with disabilities. Assist people with disabilities
to accumulate assets. Increase affordable housing, transportation
and other resources.
Slide 5
Alaska Works Initiative Goal 3: Collaborate with business and
industry to assist youth and adults with disabilities to secure
employment in Alaskas labor market. Implement strategies to make
the State of Alaska a model employer. Market abilities of
individuals with disabilities to business and industry. Develop
strategies to increase amount of Alaskans with disabilities in
apprenticeships, vocational training and post-secondary education.
Develop policy to promote self-employment of people with
disabilities.
Slide 6
Why Do We Care The percentage of people with disabilities in
the labor force is 22.2 % compared with 71.2% for persons with no
disability. The unemployment rate for with disabilities is 16.9%,
compared with 9.3% for persons with no disability, not seasonally
adjusted. By most estimates, a vast majority (over 60%) of persons
with disabilities age 18-64 are not working and depend upon some
type of government assistance. In Alaska, there are over 18,000
people on SSI or SSDI age 18-64 who could work if given the
opportunity.
Slide 7
Goals of todays session: Learn ways to get injured or ill
workers back in the workplace. Learn demonstrated Employer
Successes. Lean about assistive technologies and job
accommodations, that are easy and wont break the bank. Learn about
recent changes to the ADA and what it means for the employer.
Slide 8
Facilitating Return to Work after Injury, Illness or Disability
Primary Strategies Open lines of communication Contact with the
insurance company Reintegration to work Flexibility Protecting the
returning workers privacy Support and continuing support Sources:
The Office of Disability Employment Policy, U.S. Department of
Labor "When Catastrophe Strikes: What Employers Can Do," SPINAL
Column, the Magazine of Shepherd Center, Summer 2000 Dr. Joel
Moorhead, M.D., a former member of the President's Committee on
Employment of People with Disabilities, and currently with
Disability Management Services, Prudential Insurance
Slide 9
Open Lines of Communication Maintain contact with the
individual or their family (if appropriate). Answer questions about
leave and benefits. Pay them a visit (if possible and appropriate).
Ask they what they want shared (if anything). Maintain contact and
keep them informed of workplace developments. Assure them you
welcome hearing from them.
Slide 10
Contact with the Insurance Company Provide the worker with
insurance and/or workers compensation information and forms. Be
available to answer questions from the carrier. Contact the
benefits department. Shows your interest in the employee and their
well being and expect them to be treated well. If the insurance
company provides a nurse consultant, ensure they get in
contact.
Slide 11
Reintegration to Work Let them know you are interested in their
return to work Discuss possible work modifications with the
employee and a professional rehabilitation specialist (A.T.
Specialist, O.T., P.T., V.R. Counselor, etc.) If changes are being
made prior to returning to work, make sure the employee is kept
informed of them.
Slide 12
Flexibility Offer flexible work schedules and methods in the
early stages. Make sure you discuss the length of these
arrangements and prepare for changes. If requested and appropriate
send the employees mail, memos and informational materials home
prior to their return. Make work schedule accommodations for
rehabilitation.
Slide 13
Protecting the Workers Privacy Federal laws protect worker
privacy. You may share information with persons at the workplace
if: the worker's duties or abilities will be restricted, you may
give the supervisors and managers the information about those
restrictions or accommodation. the worker's condition might require
emergency treatment, you may inform first aid and safety personnel
about the condition, where appropriate. Otherwise, do not share the
workers condition, health status or physical limitations with
anyone.
Slide 14
Support and Continuing Support Be open to co-workers positive
suggestions to make their colleagues return easier and less
stressful. Provide support to co-workers during the return to work
process. Continue to keep open lines of communication with the
returning worker. Let them know they continue to be a valuable
member of the work team.
Slide 15
Types of Job Accommodations Workplace modifications
Environmental Ergonomic Assistive Technologies Work schedule
modifications Workday adjustments Flexible hours Changes to daily
schedule Tele-work Work task modifications Interpreters
Readers
Slide 16
Environmental Accommodations Lighting Noise reduction
Temperature Level of customer contact Access to the workspace
Slide 17
Ergonomic Accommodations Seating Access to files Lazy Susans
Computer access Heights Monitor Keyboard/mouse Desk Access to
computer bays Office equipment and tools Automatic staplers, hole
punches, scissors, Ergonomic writing tools
Slide 18
Assistive Technologies Barrier Busters Computer Access Low
Vision / Blindness Hard of Hearing / Deaf Augmentative
Communication Environmental Controls Aids for Daily Living
Slide 19
Computer Access and Use Voice Recognition Screen Reading Screen
Magnification Alternative Keyboards and Mice
Slide 20
Low Vision / Blindness Magnifiers Video Magnification Scan and
Read Software Screen Reader Software Large Print (phones, copies,
labels)
Slide 21
Hard of Hearing / Deaf Personal amplification Phone
amplification FM Systems Alert systems TTYs Video Relay
Services
Slide 22
Augmentative Communication Voice output devices (Aug Comm
devices) Low Tech High Tech Laptop with voice output Dual input
devices
Slide 23
Environmental Control Computer based Voice recognition Switch
access Noise reduction systems Alternative lighting
Slide 24
Aids for Daily Living Talking Watches Pocket Magnifiers
Reminder devices Cell Phones
Slide 25
Resources for Assistive Technologies Assistive Technology of
Alaska (www.atlaak.org)www.atlaak.org Wisconsin Assistive
Technology Checklist (
http://www.tcnj.edu/~caties/documents/ATChecklistWATI.pdf
)http://www.tcnj.edu/~caties/documents/ATChecklistWATI.pdf ABLEDATA
(http://www.abledata.com )http://www.abledata.com Alaskas One Stop
Job Center Network
(http://www.jobs.state.ak.us/)http://www.jobs.state.ak.us/ Alaskas
Independent Living Centers Access Alaska
(http://www.accessalaska.org/)http://www.accessalaska.org/ S.A.I.L.
(http://www.sailinc.org/)http://www.sailinc.org/ Kenai Peninsula
Independence Living Center
(http://www.peninsulailc.org/)http://www.peninsulailc.org/
Slide 26
Job Accommodation Process Step 1: Decide if the employee with a
disability is qualified to perform the essential functions of the
job with or without an accommodation. Step 2: Identify the
employee's workplace accommodation needs by: involving the employee
who has the disability in every step of the process; employing
confidentiality principles while exploring ways to provide
workplace accommodations; consulting with rehabilitation
professionals, if needed; using job descriptions and job analyses
to detail essential functions of the job; and identifying the
employee's functional limitations and potential accommodations
Slide 27
Job Accommodation Process Step 3: Select and provide the
accommodation that is most appropriate for the employee and
employer. Costs should not be an undue hardship. Accommodations
selected should be effective, reliable, easy to use, and readily
available for the employee needing the accommodation. An employee
should try the product or piece of equipment prior to purchase.
Step 4: Check results by: monitoring the accommodation to see if
the adaptation enables the employee to complete the necessary work
task(s); and periodically evaluating the accommodation(s) to ensure
effectiveness. Step 5: Provide follow-up, if needed, by: modifying
the accommodation if necessary; or repeating these steps if
appropriate.
Slide 28
Available Tax Credits Disabled Access Tax Credit: This is a tax
credit available to an eligible small business in the amount of 50
percent of eligible expenditures that exceed $250 but do not exceed
$10,250 for a taxable year. Architectural Barrier Tax Deduction:
Businesses may deduct up to $15,000 of the costs incurred each year
to remove physical, structural, or transportation barriers in the
workplace.
Slide 29
Available Tax Credits Work Opportunity Tax Credit A tax credit
for employers who hire certain targeted low-income groups,
including vocational rehabilitation referrals, former AFDC
recipients, veterans, ex-felons, food stamp recipients, summer
youth employees, and SSI recipients. The consolidated WOTC for
hiring most target group members can now be as much as: $2,400 for
each new adult hire; $1,200 for each new summer youth hire, $4,800
for each new disabled veteran hire, and $9,000 for each new
long-term family assistance recipient hired over a two-year
period.
Slide 30
The Ticket to Work and Employer Networks Employment Networks
Any agency or instrumentality of a state (or political
subdivision), or a private entity that takes responsibility for the
actual delivery of services or the coordination/referral of
services is eligible to apply to be an Employment Network (EN).
Employment Networks can be a single entity, a partnership or
alliance of entities (public and/or private), or a consortium of
organizations collaborating to combine resources to serve
Ticket-holders.
Slide 31
Employment Networks Payments New EN Milestone-Outcome Payment
System (2009 figures)* Payment Type Beneficiary Earnings SSDI
PaymentSSI Payment Amount Phase 1 Milestones Milestone 1 $350 for
one calendar month $1, 211 $1, 211 Milestone 2 $700/mo. x 3 mos.
w/in 6 mos. (cumulative) $1, 211 $1, 211 Milestone 3 $700/mo. x 6
mos. w/in 12 mos. (cumulative) $1, 211 $1, 211 Milestone 4 $700/mo.
x 9 mos. w/in 18 mos. (cumulative) $1, 211 $1, 211 Total Potential
Phase 1 Milestones $4,844 $4,844 Phase 2 Milestones Gross Earnings
> SGA ($980/$1640)** $363 a month for $207 a month for up to 11
months up to 18 months $363 x 11 = $3,993 $207 x 18 = $3,726 Total
Potential Phase 1 + 2 Milestones $8,837 $8,570 Monthly Outcome
Payments Earnings > SGA ($980/$1640/month)** $363 a month
for$207 a month for and federal cash benefit = $0 up to 36 months
up to 60 months $363 x 36 = $13,068 $207 x 60 = $12,420 Total
Potential Milestone and Outcome Payments $21, 905 $20,990
Slide 32
Demonstrated Employer Success
Slide 33
JAN Job Accommodation Network Service of the Office of
Disability Employment Policy Free resource for questions about: Job
Accommodations The Americans with Disabilities Act Confidential
Maintains a database of previous accommodations
Slide 34
Navigating the ADAAA Business and Advocate Support Passed
9/25/08 Effective 1/1/09
Slide 35
NAVIGATING THE ADAAA Provide a National Mandate for the
Elimination of Discrimination Reinstate a Broad Scope of Protection
to Be Available Under the ADA = Broader Definition of Disability
ADAAA: Overall Purpose
Slide 36
Navigating the ADAAA Definition of Disability: Same as the Old
Definition An individual who: has a physical or mental impairment
which substantially limits one or more major life activities; has a
record of such an impairment; or is regarded as having such an
impairment.
Slide 37
Navigating the ADAAA Definition of Disability: Substantially
Limits Will Not Be As High a Standard No regulations yet EEOC is
writing them
Slide 38
Navigating the ADAAA Examples From Old Definition: Multiple
Sclerosis, extreme fatigue disability (not enough, can still do
things) Sleep Disorder, 2 hours of sleep disability (can still
sleep) Stroke, problems learning new tasks disability (just
glitches) Cancer, side effects from chemo disability
(short-term)
Slide 39
Navigating the ADAAA Definition of Disability: Mitigating
Measures Will Not Be Considered Things Such As: medication, medical
supplies, equipment, low-vision, prosthetics, hearing aids and
cochlear implants, mobility devices, oxygen therapy equipment and
supplies use of assistive technology reasonable accommodations or
auxiliary aids or services learned behavioral or adaptive
neurological modifications NOT: Ordinary eyeglasses or contact
lens
Slide 40
Navigating the ADAAA Definition of Disability: Major Life
Activities Expanded Definition Include, but are not limited to,
caring for oneself, performing manual tasks, seeing, hearing,
eating, sleeping, walking, standing, lifting, bending, speaking,
breathing, learning, reading, concentrating, thinking,
communicating, working. Also includes the operation of a major
bodily function, including but not limited to, functions of the
immune system, normal cell growth, digestive, bowel, bladder,
neurological, brain, respiratory, circulatory, endocrine,
reproductive functions.
Slide 41
Navigating the ADAAA Definition of Disability: Episodic or in
Remission Consider as if active
Slide 42
Navigating the ADAAA Definition of Disability: Regarded As Very
Broad, No Substantially Limits Requirement Subjected to an action
prohibited under the ADA because of an actual or perceived physical
or mental impairment whether or not the impairment limits or is
perceived to limit a major life activity Does not apply to
impairments that are transitory (6 months or less) and minor
Slide 43
Reasonable Accommodation: Same As It Was Employers: can choose
among effective accommodation options do not have to provide
accommodations that pose an undue hardship do not have to provide
personal use items needed in accomplishing daily activities both on
and off the job do not have to make an accommodation for an
individual who is not otherwise qualified for a position do not
have to remove essential functions, create new jobs, or lower
production standards Navigating the ADAAA
Slide 44
BENEFITS & COSTS 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. JAN Study
Slide 45
Benefits & Costs 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
Slide 46
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.
Slide 47
Benefits & Costs Direct Benefits Retained a valued
employee88% Increased the employees productivity72% Eliminated
costs of training a new employee59% Indirect Benefits Improved
interactions with co-workers69% Increased overall company morale61%
Increased overall company productivity57%
Slide 48
Contact JAN (800) 526-7234 (V) (877) 781-9403 (TTY)
http://www.jan.wvu.edu [email protected] Navigating the ADAAA
Slide 49
What Can You Do?
Slide 50
Upcoming events for Businesses Disability Employment Awareness
Month Career X Disability Employment Forum November 12
Anchorage
Slide 51
Let us be your resource! Contact Information Patrick Reinhart
Business and Industry Liaison (907) 269-8554
[email protected] Rich Sanders Alaska Works Program
Coordinator (907) 269-5703 [email protected]