According to the Equal Employment Opportunity Commission (EEOC), the Association Provision of the ADA prohibits employment discrimination against people who do not have disabilities but who have known relationship or association with a person with a known disability. This means that an employer is prohibited from making adverse employment decisions based on unfounded concerns about the known disability of a family member or anyone else with whom the applicant or employee has a relationship. For more information, see: Questions and Answers about the Association Provision of the ADA.
Job Accommodations Network (JAN) has published a new document that addresses some of the most frequently asked questions about disability disclosure and employment. Information is relevant to both individuals with disabilities and employers. See Disability Disclosure and Employment. Additional information and resources related to disability disclosure are at AskJAN.org in the A-Z section, under the topic of Disclosure.
Have a look at this new set of resources to develop the advocacy skills of emerging independent living leaders and youth with disabilities. The toolkit describes how to introduce advocacy through facilitating discussions and unique activities like improvisation, identifying issues of importance, and putting advocacy skills into practice. http://rtc.ruralinstitute.umt.edu/resources/advocacy-skill-building-toolkit/
July 25, 12:30-1:00: ADA Basics for Museums. In this session, presenters will give an overview of successful ways to ensure greater customer satisfaction for patrons with disabilities throughout their digital and real-life museum experience. Registration is free and required. http://www.adainfo.org/training/ADA-basics-museums
The Federal Communications Commission (FCC) has adopted a new order, along with various proposals, as steps to improve the quality of Video Relay Services (VRS). This item also proposes a new provider compensation plan to better ensure that the experience of people who are deaf, hard-of-hearing, deaf-blind, or have speech disabilities is functionally equivalent to voice telephone services.
In this American Sign Language video, we share these new mandates and proposals. https://www.youtube.com/watch?v=cq0Xqt3uZBQ
July 20, 2PM,
Webinar: Neurodiversity and Workplace Technology. Sponsored by the Partnership on Employment and Accessible Technology.
This “virtual talk” will discuss why technology and information access is a critical right for everyone, and how technology solutions are changing employment opportunities for people with cognitive disabilities.
Details here: http://www.peatworks.org/content/2017/07/Coleman
Join us July 13th for a FREE Webinar, Accessibility in the VR/AR Space. You’ve seen commercials about Virtual Reality and Augmented Reality (VR/AR). VR/AR is not just about video games; it also has important uses in other fields, including healthcare and hospitality.
Key Topics we'll cover include:
* What is VR/AR?
* The Policy and Programs surrounding VR/AR
* How can VR/AR be made accessible? Explore the concepts
July 13, 2017 - Join a free webinar discussing disclosure of disability in the workplace. Presenters will review the provisions of the Americans with Disabilities Act Amendments Act (ADAAA) pertaining to disclosure and examine the considerations that workers with disabilities must make in deciding whether to disclose. Registration is free and required.
The following information is forwarded to you by the Great Lakes ADA Center (www.adagreatlakes.org) for your information:
The New England ADA Center has released an updated version of the Title II Action Guide. This updated version is on-line and provides numerous interactive opportunities.
Access to civic life by people with disabilities is a fundamental goal of the Americans with Disabilities Act. State and local governments (public entities) have obligations under Title II of the ADA to provide people with disabilities an equal opportunity to participate in all services, programs and activities. The new guide/website leads public entities through a process to compliance with the ADA.
You can view the guide on-line at: www.adaactionguide.org
Since this year’s inauguration, we’ve seen a sea of protest sweep across the U.S., from spontaneous events to carefully organized marches that have been in the works for weeks. As a seasoned protest veteran, it’s exciting to see so many people engaged in taking their causes to the streets.
It’s coming at a price, though. Many of these events are leaving disability off their “diversity statements” and they’re also failing to account for disabled people who might want to participate. We have a lot at stake in the coming years and we’re eager to join our fellow citizens. We’re also tired of repeatedly asking events to foreground accessibility, rather than treating it as an afterthought, or expecting us to come in and clean up their inaccessible mess.
Real inclusive organizing should at a minimum include: Incorporating disability into your values or action statements; having disabled people on the organizing committee or board; making accessibility a priority from day one; and listening to feedback from disabled people.
A news blog on issues in the community of people with disabilities and accessibility.
Derek Mortland, ADA and Community Outreach Coordinator