# Presentation: 174880

## D I S A B I L I T Y    A W A R E N E S S    I S S U E S :Reasonable AccommodationsUSDA-NRCS MissouriSharon Small, Disability Emphasis Program Manager

**Accommodating the Public**- Building requirements- Communication requirements- AgrAbility
**2. Accommodating Yourself **- What is a disability? What is NOT a disability?- NRCS Policies- How do I request assistance?- Tips and resources

**Reasonable Accommodations**

## 	Accommodatingthe Public
Building Requirements

**Building Requirements**

**Notes:**
Compliance Reviews - 

## Parking Spaces
Clearly marked, reserved space(s) located closest to accessible entrance and at least 96” wide
Access aisle next to space 60” wide
Non-slip, firm, stable, and relatively flat surface

- Clearly marked, reserved space(s) located closest to accessible entrance and at least 96” wide
- Access aisle next to space 60” wide
- Non-slip, firm, stable, and relatively flat surface

**ACCOMMODATING THE PUBLIC****Building Requirements**

**Notes:**
Symbol clearly marking space. Mounted at a height unobscurable by a vehicle.

How many? 
1-25 cars in parking lot, 1 space
26-50 cars, 2 spaces
51-75 cars, 3 spaces
For employees and visitors

Relatively flat means 1:50

## Accessible routes
At least one accessible route to all facilities with no interruptions of steps or elevations more than 1⁄2”
36” clearance width (except at doors)
80” clear headroom
Doors open relatively easily

- At least one accessible route to all facilities with no interruptions of steps or elevations more than 1⁄2”
- 36” clearance width (except at doors)
- 80” clear headroom
- Doors open relatively easily

**ACCOMMODATING THE PUBLIC****Building Requirements**

**Notes:**
Route is clear of benches, water fountains boxes, etc., that would reduce that 36” clearance.
27” and below

Slopes do not exceed 1:20

Grates should be in direction of route and no more than 1⁄2” wide.

Curb ramps should be located whenever accessible route crosses a curb

Doors should not take more than 8.5lbs of pressure for exterior doors (about like your refrigerator), 5 lbs for interior doors

## Ramps
Slope is the least possible and no more than 1:12
At least 36” wide and rises no more than 30”
Handrails on both sides, between 30-34” high, solidly anchored

- Slope is the least possible and no more than 1:12
- At least 36” wide and rises no more than 30”
- Handrails on both sides, between 30-34” high, solidly anchored

**ACCOMMODATING THE PUBLIC****Building Requirements**

**Notes:**
Level landing is as wide as ramp and at least 60” long at top and bottom and each turn of ramp

Diameter of gripping surface on handrail is 1.25” to 1.5”. Roundsd and smoothed edges.

## 	Accommodatingthe Public
Communication Requirements

**Communication Requirements**

## 	All agency publications, events, ceremonies, meetings, training, parties or special programs are required to be accessible to people with disabilities. 

	Managers and employees who organize events must provide people with disabilities a means to request reasonable accommodations.

- 	Managers and employees who organize events must provide people with disabilities a means to request reasonable accommodations.

**ACCOMMODATING THE PUBLIC****Communication Requirements**

**Notes:**
Means to Request:
RSVPs to events, note in brochures or newsletters or invitations. Include return address or phone number.

Exhibits and signs between 54” – 65” high, adequately lighted.

Availability of services posted or noted (Nondiscrimination Statement).

## Accessibility includes:
Sign-language interpreting services
Close seating to displays or speakers
Material in alternative formats
Accommodation for guide dogs
Facilities that are physically accessible

- Sign-language interpreting services
- Close seating to displays or speakers
- Material in alternative formats
- Accommodation for guide dogs
- Facilities that are physically accessible

**ACCOMMODATING THE PUBLIC****Communication Requirements**

## Printed Materials:
Text must be legible!
Text contrast and color, type size and font, spacing, margins and paper type.
Alternative formats are available.
Be prepared to describe charts and graphics for those who have vision trouble.
All publications must have USDA’s Nondiscrimination Statement!

- Text must be legible!
- Text contrast and color, type size and font, spacing, margins and paper type.
- Alternative formats are available.
- Be prepared to describe charts and graphics for those who have vision trouble.
**All publications must have USDA’s ****Nondiscrimination Statement!**

**ACCOMMODATING THE PUBLIC****Communication Requirements**

**Notes:**
HANDOUT

Section 508 addresses accessibility for people with visual, hearing or motor disabilities. Electronic and information technology includes equipment or systems used to create, convert, duplicate, store, manage, move, exchange, transmit or receive data or information.
-Computers, software, multimedia, websites, telecommunications equipment.

Web sites Must be 508 compliant. 

## 	Accommodatingthe Public
AgrAbility

**AgrAbility**

## The AgrAbility Project was created to assist people with disabilities employed in agriculture. 

The Project assists people involved in production agriculture who work both on small and large operations.

- The Project assists people involved in production agriculture who work both on small and large operations.

**ACCOMMODATING THE PUBLIC****AgrAbility**

**Notes:**
List of contacts if requested. Check web site.

Say you have a landowner who has just lost a limb and is considering getting out of farming because of the hardship involved. The AgrAbility Project can help. 

## Disabilities that AgrAbility assists with are not limited to traumatic injuries. AgrAbility assists farmers with all types of disabilities and limitations.

	Examples include: including chronic health conditions or pain, such as arthritis, heart conditions, visual impairments, hearing impairments, respiratory diseases, and traumatic brain or spinal cord injuries. 

- 	Examples include: including chronic health conditions or pain, such as arthritis, heart conditions, visual impairments, hearing impairments, respiratory diseases, and traumatic brain or spinal cord injuries.

**ACCOMMODATING THE PUBLIC****AgrAbility**

## Contact information:
www.fse.missouri.edu/agrability/new/
www.agrabilityproject.org
Call: 1-800-995-8503

- www.fse.missouri.edu/agrability/new/
- www.agrabilityproject.org
- Call: *1-800-995-8503*

**ACCOMMODATING THE PUBLIC****AgrAbility**

## 	AccommodatingYourself
	What is a Disability? What is NOT a Disability?

**	****What is a Disability? ****What is NOT a Disability?**

## Physical or mental impairment that substantially limits one or more of the major life activities of the individual
A record of such an impairment 
Being regarded as having such an impairment.

**A record**** **of such an impairment
**Being regarded** as having such an impairment.

**ACCOMMODATING YOURSELF****What is A Disability?**

## Physical impairment is any physiological disorder or condition, cosmetic disfigurement, or anatomical loss affecting one or more of the following body systems: neurological, musculoskeletal, special sense organs, respiratory, cardiovascular, reproductive, digestive, genito-urinary, hemic and lymphatic, skin or endocrine.

**ACCOMMODATING YOURSELF****What is A Disability?**

**Notes:**
A person is considered to have a disability when one a Major Life Activity is restricted.  
Major Life Activity: Basic activities that the average person in the general population can perform with little or no difficulty, including caring for oneself, performing manual tasks, walking, seeing, hearing, speaking, breathing, learning, and working.

Targeted disabilities are: 
Deafness
Blindness
Missing extremities
Partial paralysis
Complete paralysis
Convulsive disorders
Mental retardation
Mental illness 
Distortion of limb and/ or spine

## Mental impairment is any psychological or mental disorder. Examples include: mental retardation, organic brain syndrome, emotional or mental illness, specific learning disabilities.

**ACCOMMODATING YOURSELF****What is A Disability?**

## Homosexuality or bisexuality;
Transvestitism, transsexuals, pedophilia, exhibitionism, voyeurism, gender identity disorders not resulting from physical impairments, or other sexual behavior disorders;
Compulsive gambling, kleptomania, or pyromania;
Psychoactive substance use disorders resulting from current illegal use of drugs.

- Transvestitism, transsexuals, pedophilia, exhibitionism, voyeurism, gender identity disorders not resulting from physical impairments, or other sexual behavior disorders;
- Compulsive gambling, kleptomania, or pyromania;
- Psychoactive substance use disorders resulting from current illegal use of drugs.

**ACCOMMODATING YOURSELF****What is NOT a Disability?**

## Temporary physical or mental impairments, or medical conditions that may have short-term impact on an employee’s performance.
	Example: a broken leg

- 	Example: a broken leg

**ACCOMMODATING YOURSELF****What is NOT a Disability?**

## 	It is USDA-NRCS policy to make reasonable accommodations to the known physical or mental limitations of qualified applicants or employees with disabilities, except when such an accommodation would cause an undue hardship to the agency.

**ACCOMMODATING YOURSELF****NRCS Policy on Disabilities**

**Notes:**
Each year the federal government spends 40 times more money to support people with disabilities NOT working than it spends to assist them to prepare for or find employment. The lack of labor force participation of people with disabilities costs our nation's economy over $200 billion annually.

## 	Reasonable Accommodations are defined as a change in the work environment or the application process that would enable a person with a disability to enjoy equal employment opportunities.

**ACCOMMODATING YOURSELF****NRCS Policy on Disabilities**

**Notes:**
Creative solutions may involve equipment changes, work station modification, adjustments to work schedules, assistance in accessing the facility, and dozens of other possibilities, depending on the individual's particular challenges and needs.

## Evaluate your work space. Call the TARGET Center for a work station assessment (see handout). 

Submit a request for reasonable accommodations.
Either written or oral request to immediate supervisor

**Submit a request** for reasonable accommodations.
- Either written or oral request to immediate supervisor

**ACCOMMODATING YOURSELF****How Do I Request Assistance?**

##  Who Can Request an Accommodation?
Any employee can make a request
A family member
Medical provider
Co-worker
Basically, anyone the employee wishes

- Any employee can make a request
- A family member
- Medical provider
- Co-worker
- Basically, anyone the employee wishes

**ACCOMMODATING YOURSELF****How Do I Request Assistance?**

##  When Should I Make a Request?
Anytime
30 days from time of request accommodation should be in place unless there are extenuating circumstances. 

- Anytime
- 30 days from time of request accommodation should be in place unless there are extenuating circumstances.

**ACCOMMODATING YOURSELF****How Do I Request Assistance?**

## Employee Responsibilities:
Advise appropriate officials that they have a disability that requires an accommodation.
Provide requested supporting documentation.
Participate in interactive process.

**Advise** appropriate officials that they have a disability that requires an accommodation.
**Provide** requested supporting documentation.
**Participate** in interactive process.

**ACCOMMODATING YOURSELF****How Do I Request Assistance?**

**Notes:**
Supporting documentation can be medical, like a doctor’s note.

Interactive process:
If supporting documentation still isn’t enough information, the agency can submit a list of specific questions to the employee’s health-care provider.

Trying various equipment until right fit is found. CAP, Target Center.

## Manager Responsibilities:
Actively pursue possibilities for reasonable accommodations.
Work with NRCS employees to identify needs and plans for reasonable accommodations.
Record requests and decisions.
Participate in interactive process.

**Actively pursue **possibilities for reasonable accommodations.
**Work** with NRCS employees to identify needs and plans for reasonable accommodations.
**Record** requests and decisions.
**Participate** in interactive process.

**ACCOMMODATING YOURSELF****How Do I Request Assistance?**

**Notes:**
DEPM can be as involved as the employee or manager wants. Can make suggestions, contact TARGET center, provide information as needed.

## Remember:
Anyone can request an accommodation at anytime.
Additional accommodations may be needed in the future.
Confidentiality is maintained at all times.

- Anyone can request an accommodation at anytime.
- Additional accommodations may be needed in the future.
**Confidentiality is maintained at all times.**

**ACCOMMODATING YOURSELF****How Do I Request Assistance?**

**Notes:**
Collect and maintain on separate forms, 
keep in separate files, and treat as confidential medical records

Disclose only when necessary to:
Supervisors and managers concerning restrictions on work duties of employee
Personnel responsible for processing a reasonable accommodation request
First aid and safety personnel if disability might require special treatment in an emergency
Personnel responsible for processing a workers’ compensation claim

## Every situation is unique. All decisions are based on each individual case; nor generalizations, perceptions or stereotypes about a disability. 

**ACCOMMODATING YOURSELF****How Do I Request Assistance?**

## Considerations for Request Approval:
The nature of the disability and resulting limitations as they relate to job requirements.
Essential job functions.
Work environment.
How the accommodation will impact program of business operations.

- The nature of the disability and resulting limitations as they relate to job requirements.
- Essential job functions.
- Work environment.
- How the accommodation will impact program of business operations.

**ACCOMMODATING YOURSELF****How Do I Request Assistance?**

**Notes:**
Essential Job function:
A duty so fundamental to a position that an employee cannot do the job without being able to perform it. The manager or supervisor may consider a job function essential for any of several reasons including, but not limited to:

Position exists primarily to perform that function

The function is specialized and the employee was hired for the ability to perform it

The function is required and cannot be reassigned to another employee.

Dishwasher, can’t do dishes anymore, only YOU know how to wash these dishes in a specific way. 

Work Environment: primarily field person, lots of computer work, etc.

How the accommodation will affect the others in the office, for example:
Small office and one person needs a computer reader. But is also hard of hearing and has to have the reader up soooooo loud that it is distracting to the other employees. Headphones, simple solution.

## Undue Hardship Criteria:
The accommodation will incur significant difficulty or expense.
Nature and cost of accommodation.
Impact on the program’s ability to conduct business.
Composition, size and situation of office.
Location of worksite and type of facility.

- The accommodation will incur significant difficulty or expense.
- Nature and cost of accommodation.
- Impact on the program’s ability to conduct business.
- Composition, size and situation of office.
- Location of worksite and type of facility.

**ACCOMMODATING YOURSELF****How Do I Request Assistance?**

**Notes:**
Timelines:

GENERAL:  The process should begin no more than 5 business days form the date of oral or written request.
If the need is immediate, the supervisor should provide the accommodation no more than 30 days from the date of oral or written request.

Equipment purchases may take longer than 30 days.

The employee may need to try out equipment before purchase is made, causing some delay.

If there is a delay for some reason, the supervisor will notifies the employee and provides a reason for the delay and expected timeframe for resolution.

## TARGET Center and Computer/Electronic Accommodations Program (CAP)
www.usda.gov/oo/target

Job Accommodation Network (JAN) http://janweb.icdi.wvu.edu

EEOC Enforcement Guidance on Reasonable Accommodations and Undue Hardship www.eeoc.gov/docs/accommodation.html

Federal Relay Service
www.gsa.gov/frs

- www.usda.gov/oo/target
**Job Accommodation Network (JAN) **http://janweb.icdi.wvu.edu
**EEOC Enforcement Guidance on ****Reasonable Accommodations and Undue Hardship**** **www.eeoc.gov/docs/accommodation.html
**Federal Relay Service**
- www.gsa.gov/frs

**ACCOMMODATING YOURSELF****Tips and Resources**

## Missouri Civil Rights Committee

Disability Emphasis Program Manager
Sharon Small, sharon.small@mo.usda.gov

Missouri NRCS Human Resources - (573) 876-0904

Current Nondiscrimination Statement 
(bottom of front page)
www.mo.nrcs.usda.gov/

www.mo.nrcs.usda.gov/about/sepm/depm.html

**Disability Emphasis Program Manager**
- Sharon Small, sharon.small@mo.usda.gov
**Missouri NRCS Human Resources - **(573) 876-0904
**Current Nondiscrimination Statement**** **
**(bottom of front page)**
**www.mo.nrcs.usda.gov/**
**www.mo.nrcs.usda.gov/about/sepm/depm.html**

**ACCOMMODATING YOURSELF****Tips and Resources**

## Thank you.

**Thank you.**

- The U.S. Department of Agriculture (USDA) prohibits discrimination in all its programs and activities on the basis of race, color, national origin, age, disability, and where applicable, sex, marital status, familial status, parental status, religion, sexual orientation, genetic information, political beliefs, reprisal, or because all or a part of an individual's income is derived from any public assistance program. (Not all prohibited bases apply to all programs.) Persons with disabilities who require alternative means for communication of program information (Braille, large print, audiotape, etc.) should contact USDA's TARGET Center at (202) 720-2600 (voice and TDD).
- To file a complaint of discrimination write to USDA, Director, Office of Civil Rights, 1400 Independence Avenue, S.W., Washington, D.C. 20250-9410 or call (800) 795-3272 (voice) or (202) 720-6382 (TDD). USDA is an equal opportunity provider and employer.