**Job Accommodation Network**

***“Improving the Workplace One Accommodation at a Time”***

**Universal Design and Assistive Technology as Workplace Accommodations:**

**An Exploratory White Paper on Implementation and Outcomes**

*Beth Loy, Ph.D.*

*Linda Carter Batiste, J.D.*

*loy@jan.wvu.edu*

*(800) 526-7234 (V) and* (*877) 781-9403 (TTY)*

*May 2007*

The Job Accommodation Network (JAN) is a national, toll free consulting service sponsored by the U.S. Department of Labor’s Office of Disability Policy.  JAN’s mission is to provide information regarding workplace accommodations in an effort to promote the hiring and retention of people with disabilities. Since 1983, JAN’s service has focused on meeting the demand of employers seeking information about accommodation and Title I (the employment provisions) of the Americans with Disabilities Act (ADA).  As the workplace has evolved in the past two decades, so has the scope of services offered by JAN. JAN now serves as a vital source of information on workplace accommodations, disability legislation, assistive technology, and workplace aspects of universal design. 

The data for this paper were obtained from three sources: (1) the records of JAN cases, (2) JAN follow-up surveys, and (3) observations from two JAN consultants (accommodation specialists). 

The records of JAN cases include descriptive data that are collected on every inquiry handled by a consultant.  The consultant uses pick lists of options to consistently record data elements, which include relevant data items. The information collected in each case relates to the employee and/or accommodation situation in question. Any additional issues raised by the caller (e.g., ADA questions and service feedback) are recorded as well.  The consultants also complete a “notes” section of the case file, where detailed information about the interaction is recorded.  To allow for the collection of case specifics, these notes are typed in free-form and allow an additional level of detail that is not possible using the programmed “pick lists.” Analyses of these data are included in the following paper.

Follow-up surveys of JAN users include additional data that were obtained from interviews with employers who contacted JAN and received information concerning workplace accommodations for employees. JAN, in conjunction with the University of Iowa’s Law, Health Policy, and Disability Center (LHPDC) interviewed 1182 employers that contacted JAN between January 2004 and December 2006.   Analyses of these data are included in the following paper.

Observational data from two JAN consultants are included in this paper. Dr. Beth Loy is a Research and Policy Analyst with JAN. In this capacity, she provides research, writing, and statistics support regarding accommodation benefits and costs and the economic impact of the ADA.  As an Accommodation Generalist, Dr. Loy specializes in mobility, cognitive, psychiatric, and sensory impairments and the ADA. She teaches graduate and doctorate level statistics and research methods for West Virginia University.  Dr. Loy has a Ph.D. in Resource Economics with a specialization in social policy and has been with JAN since 1996. Linda Carter Batiste, J.D., is a Disability Law Specialist for JAN. She has in-depth training on the ADA and employment law as well as accommodations related to mobility impairments, emergency evacuation, and substance abuse.  Linda has a Doctorate of Jurisprudence from West Virginia University's College of Law and is a member of the Order of the Coif. She routinely publishes on the ADA and develops nationally disseminated training materials.  Linda is a member of the West Virginia Bar and the American Bar Association; won the 2003 Patrick Duffy Koontz Award for Leadership, Citizenship, and Academic Achievement; and served as the Manuscript Editor for the Executive Board of the West Virginia Law Review. She currently serves on the Editorial Advisory Board for Thompson Publishing Group and has been with JAN since 1992.

The following paper uses JAN data and consultant experiences to explore the implementation and outcomes related to universal design and assistive technology as workplace accommodations. 

The terms “universal design” (UD) and “assistive technology” (AT) are relatively new, but the underlying concepts have been around a long time. The term UD is often associated with making buildings accessible to people with disabilities, but in a broader sense, UD is the process of creating products and designing spaces that are usable by as wide a range of people as possible (Loy & Batiste, 2007).  UD features are integrated into devices, environments, processes, and systems such as architecture, kiosks, telecommunications, transportation vehicles, and workplace elements (Loy & Batiste, 2007). Specific examples include door handles, keyboards, telephones, playground equipment, and adjustable height furniture. The goal is to design products that can be marketed to a wide range of customers so the products must have features that accommodate a wide range of people, a goal that manufacturers have historically had.

The term AT is often used to refer to products that help people overcome limitations caused by their disabilities. But the term AT can also be used broadly to refer to any item, piece of equipment, or product system, whether acquired commercially off the shelf, modified, or customized, that is used to help people in general in their day to day lives. Used in this broad sense, AT includes products such as telephones, computers, home appliances, office machines, and medical aids such as wheelchairs (Loy & Batiste, 2007). Humans have always strived to find tools that make their lives easier and more efficient.

In the workplace, it may be beneficial to use the terms UD and AT in their broader sense, not limited to concepts associated with people with disabilities, because employers are already familiar with the broader concepts. Most employers understand the benefits of purchasing equipment that can be used by the broadest number of employees (UD) and at the same time, have been willing to provide specialized equipment for employees in unique jobs to increase the employees’ efficiency and productivity (AT). Although the concepts underlying the terms UD and AT are familiar to employers, many of them do not recognized the concepts when faced with new terms like UD and AT, especially when associated with legal mandates like “reasonable accommodation” under the ADA.

This paper provides data analyses from (1) the records of JAN cases, (2) JAN follow-up surveys, and (3) observations from two JAN consultants (accommodation specialists); discusses UD and AT as part of accommodation in employment; and provides practical tips for choosing equipment that includes UD features and a process for choosing AT for employees with disabilities. The focus of this paper is on UD an AT as a part of the accommodation process, where an employee requests an accommodation to perform an essential job function.

JAN consultants have been talking to employers about workplace accommodations since 1983 and recognize the need to speak an employer’s language. Employers contacting JAN are generally not familiar with terms like UD and AT. Instead, they use the more familiar terms “equipment” and “products.” In fact, when an employee requests an accommodation and uses terms such as UD or AT, often the employer does not understand what the employee needs and calls JAN for information. As a result, JAN opted to use the more familiar terms in its follow-up survey of employers.   Therefore, the following information uses the terms “product” and “equipment” rather than UD or AT. 

Of the 1182 employers who completed a JAN follow-up survey, 302 considered an accommodation solution that included buying a product or piece of equipment (like software or a tool), 100 considered modifying a product or piece of equipment, and 61 considered both buying and modifying a piece of equipment for a total number of 341 accommodation cases. 

**Employers who considered purchasing or modifying a product were from a variety of industries.**

Of those interviewees who provided information on their industries (n=311), federal, state, and local government and executive, legislative, and other general government support offices totaled 32%. Service, finance, healthcare, education, and manufacturing industries followed. 

**Table 1: Purchases Considered by Industry Type**

**Employers considered purchasing or modifying a product primarily for individuals with motor and sensory impairments.**

Of those interviewees who provided information on an individual’s impairment (n=320), motor and mobility impairment accommodations totaled 42% of the accommodation situations and sensory impairment accommodations 36%. Cognitive and psychiatric related accommodations followed (see Table 2). 

**Table 2: Purchases Considered by Impairment Type**

**After considering the purchase or modification of a product or piece of equipment, many employers purchased or proceeded with the purchase or modification of a product or piece of equipment.**

Of the 302 employers who talked with JAN and considered an accommodation solution that included buying or modifying a product or piece of equipment, 52% had made a purchase or were waiting implementation of the purchase within six months (see Table 3). Of the 100 employers who talked with JAN and considered an accommodation solution that included modifying a product or piece of equipment, 64% had made a purchase or were waiting implementation of the purchase within six months.

**Table 3: Status of the Accommodation Solution**

**Most employers report low cost when provide accommodations that involve purchasing or modifying a product.**

Of the employers that gave cost information related to products or equipment they provided, most (89%, n=121) reported a one-time median cost of $500.  The final 11% reported experiencing either an annual accommodation cost or both a one-time and an annual cost; however, too few of these employers provided cost data to report with accuracy.

**Most employers pay for purchasing or modifying a product.**

Of the 175 employers who stated that they helped pay for purchasing or modifying a product, 95% (n=167) stated that they paid for the product. Four employers stated that rehabilitation services paid for the accommodation.

**Most employers pay 100% of the costs of purchasing or modifying a product.**

Of those employers who indicated that they paid a percentage of the cost (n=152) when purchasing or modifying a product, only 2 stated that they paid less than 100%. These employers shared 50% of the cost with an insurance company and an unknown entity. There were no situations where an employee paid part of the cost.

**Employers report that when they purchased or modified a product or piece of equipment, the accommodation was effective.**

Employers that had purchased an accommodation solution that included buying or modifying a product or piece of equipment were interviewed to rank the effectiveness of the accommodations on a scale of 1 to 5, with 5 being extremely effective.  Of those that responded (n=96), 73% reported that the accommodations were either very effective or extremely effective.

**Employers experience multiple direct and indirect benefits of purchasing or modifying a product.**

Of those employers who incurred a cost purchasing or modifying a product, many employer reported direct and indirect benefits. The most frequently mentioned direct benefits were (1) the accommodation allowed the company to retain a qualified employee, (2) the accommodation increased the worker’s productivity, and (3) the accommodation eliminated the costs of training a new employee (see Table 4).

The most widely mentioned indirect benefits employers received were (1) providing the accommodation ultimately improved interactions with co-workers, (2) the accommodation increased over all company morale, and (3) the accommodation increased overall company productivity.   In addition, a significant number of employers said that the accommodation helped improve workplace safety.  The following table gives the percentage of employers who reported experiencing direct and indirect benefits as a result of having made an accommodation of purchasing or modifying product (see Table 4).

**Table 4: Benefits of the Accommodation Solution**

**Types of UD and AT Implemented Varied.**

The following are examples of accommodation situations and solutions reported by interviewees. 

MOTOR AND MOBILITY IMPAIRMENT 

· An employee with quadriplegia used a power wheelchair and had difficulty operating the key system on the door locks to the office due to fine motor limitations. The employer automated the key system to accommodate the employee. 

· A first line supervisor with multiple sclerosis had difficulty keyboarding for long periods of time. The employer purchased speech recognition software to accommodate the employee. 

· A customer service representative who was treated for breast cancer experienced lymphedema and was uncomfortable working at her stationary computer monitor for long periods. The individual needed to adjust her position through the day and had difficulty moving her computer monitor as she repositioned. The employer purchased a lighter weight monitor with an articulating monitor riser that enabled her to easily move her monitor so she could adjust her position. 

SENSORY IMPAIRMENTS

· A telephone operator needed to use the telephone and screen reading software while working. The employer purchased a dual channel headset to accommodate the employee. 

· A software developer who was deaf had difficulty communicating via telephone when he traveled. The employer purchased a portable text communication device to accommodate the employee. 

COGNITIVE IMPAIRMENTS

· A social worker with a learning disability had difficulty organizing her thoughts and documenting records. The employer purchased speech recognition software to accommodate the employee. 

PSYCHIATRIC IMPAIRMENTS

· An employee with anxiety and stress limitations had difficulty traveling to work. The employer purchased computer software and equipment so that the individual could work from home. 

**Summary**

These analyses support the following conclusions related to universal design and assistive technology as workplace accommodations:

· Whether employers consider purchasing or modifying a product to accommodate an employee is not specific to industry.

· Whether employers consider purchasing or modifying a product to accommodate an employee is more likely in situations where employees have visible impairments with motor/mobility and sensory limitations.

· Most employers report a typical cost of $500 when providing accommodations that involve purchasing or modifying a product.

· Most employers who purchase or modify a product to accommodate an employee consider retaining a qualified employee to be of greatest benefit.

· Most employers who purchase or modify a product to accommodate an employee find the accommodation effective.

· The types of products purchased or modified varied greatly from one accommodation situation to another. 

**Legal**

Title I of the ADA requires employers with 15 or more employees to provide reasonable accommodations for employees with disabilities, unless providing the accommodations causes the employer an undue hardship (Equal Employment Opportunity Commission, 1992). One example of reasonable accommodation under the ADA is purchasing new equipment or modifying existing equipment; purchasing universally designed equipment and purchasing or modifying AT can fall into this category.  The obligation to purchase or modify equipment under the ADA only applies to work-related equipment; it does not apply to equipment that is needed for personal use on and off the job such as a wheelchair, hearing aid, or eyeglasses (Equal Employment Opportunity Commission, 1992).

Legislation is often one of many necessary steps required to change attitudes, for example the attitude that people with disabilities cannot work. Legislation often serves to increase awareness, but does not always change attitudes. Like other civil rights legislation, the ADA has brought about a new awareness about the abilities of people with disabilities, but some employers continue to see the reasonable accommodation obligation as “special treatment” for employees with disabilities. This paper argues that the next step should be to “normalize” reasonable accommodation and associated terms such as UD and AT so employers recognize them as a normal part of doing business. One way to do this is to help employers see the effectiveness of providing UD and AT as workplace accommodations. The following provides examples of accommodations involving UD and AT as reported by employers in the JAN follow-up survey.

**UD and AT Accommodation Case Examples**

JAN answers approximately 32,000 questions per year related to accommodations. Of those 32,000, about 10% involve purchasing or modifying a piece of equipment to accommodate an individual with an impairment that affects job performance. These accommodation situations involve impairments that may be temporary, long-term, or permanent and may or may not rise to the level of disability under the ADA. For purposes of this paper, specific impairments are defined as follows:

· Motor and mobility impairment, as used in the publication, refers to limitations in motor movements such as walking, lifting, sitting, standing, typing, writing, gripping, and maintaining stamina. Many conditions cause motor or mobility impairment, including multiple sclerosis, cancer, stroke, spinal cord injury, cumulative trauma disorder, back condition, arthritis, and heart condition.

· Sensory impairment, as used in the publication, is any condition that affects hearing, speech, vision, or respiration.

· Cognitive impairment, as used in this publication, refers to disturbances in brain functions, such as memory loss, problems with orientation, distractibility, perception problems, and difficulty thinking logically.  Cognitive impairment is a syndrome, not a diagnosis.  Many conditions can cause cognitive impairment, including multiple sclerosis, depression, alcoholism, Alzheimer disease, Parkinson disease, traumatic brain injury, chronic fatigue syndrome, and stroke.

· Psychiatric impairment, as used in this publication, is also called "mental illness" and refers collectively to all diagnosable mental disorders. Mental disorders are health conditions that are characterized by alterations in thinking, mood, or behavior (or some combination thereof) associated with distress and/or impaired functioning. Examples of psychiatric impairments include depression, bipolar disorder, anxiety disorder, schizophrenia, and addiction.

Individuals with motor and mobility, sensory, cognitive, and psychiatric impairments may not need any on-the-job accommodations. However, in some situations assistive technology such as a product or the modification of a product may be useful in helping an individual perform the essential functions of a position.  Accommodations situations occur in various industries, including service, medical, industrial, and office settings.  Examples include: 

Motor and Mobility Impairment

· A social worker with arthritis in her hands was having difficulty reading case summaries, manipulating paperwork, and taking notes. She was accommodated with a page turner, book holder, writing aids, and the option to dictate reports to her clerical staff. 

· A warehouse worker whose job involved maintaining and delivering supplies was having difficulty moving product from one area to another. The individual was accommodated with a vacuum lift, pallet server, and fork truck.

· A warehouse worker whose job involved maintaining and delivering supplies was having difficulty with the physical demands of his job due to fatigue from cancer treatment. The individual was accommodated with a three-wheeled scooter to reduce walking. The warehouse was also rearranged to reduce climbing and reaching.

· A construction worker with DeQuervain’s disease had severe inflammation of the wrist and forearm after prolonged use of hand tools. The employer provided him with lightweight and pneumatic tools; anti-vibration tool wraps and gloves; and tool balancers/positioners for stationary work.

Sensory Impairment

· An employee who was deaf needed to respond to emergency signals and evacuate the workplace during an emergency. The employer provided visual alerting and vibrating pager devices to alert the individual.

· A claims representative was having difficulty reading files due to low vision from multiple sclerosis. His employer purchased a stand magnifier and added task lighting to his workstation.

· A clerical employee was having difficulty breathing due to workplace fragrances. The employee was placed in a more enclosed cubicle with an air purification system. 

Cognitive Impairment

· A social worker experienced migraine headaches and photosensitivity. Accommodations included changing the lighting in her workstation from fluorescent lighting to task lighting, adding a glare guard to her computer monitor, providing window blinds, and implementing other workstation changes to enhance ergonomics.

· A building contractor with dyscalculia had difficulty when creating job quotes that involved the metric system. To ensure the mathematical calculations were accurate, the employee spent extra time "figuring" and "double-checking" the numbers. The employer provided him with a construction calculator to do conversions and estimates more effectively. 

· A grocery store clerk with mental retardation could not tell time so he did not know when to take or return from his break. The employer provided him with a vibrating alarm watch to alert the employee of breaks and break times.

Psychiatric Impairment

· An administrative assistant in a social service agency has bipolar disorder. Her duties include typing, word processing, filing and answering the telephone. She had difficulty with concentration. Her employer provided her with a dual headset for her telephone that allowed her to listen to music when not talking on the telephone. This accommodation minimized distractions, increased concentration, and relaxed the employee. 

**Practical**

There are also practical reasons for accommodating employees with disabilities by purchasing new equipment or modifying existing equipment. JAN has collected the following anecdotal evidence as to the benefits employers report when providing and implementing accommodations:

· “[The accommodation] established understanding and communication between the employee and employer.”

· “The information received helped all understand how they could modify the situation to the benefit of both parties.”

· “We've seen improvement in productivity.”

· “[The accommodation] enabled the employee to work effectively.”

· “Everybody is happy. The job is being done better at this point.”

· ”[The accommodation] was effective because it met the need of our employee and the employer. It was a win-win.”

· “[The accommodation] provided more flexibility.”

· “[The accommodation] really worked out in terms of her attendance and still getting the productivity.”

· “[The accommodation] allowed the employee to communicate much more effectively and serve customers.”

A key consideration in purchasing any type of equipment, especially electronic and information systems, with UD features is the concept of interoperability. Interoperability means that the system is compatible with other technologies and has features that support the integration of AT. Without interoperability, it may be very difficult and time consuming to make changes, increase accessibility, or integrate AT. Working to make interoperability a part of the initial purchasing phase can help eliminate these problems.

The following provides ideas for employers to consider when purchasing equipment for the workplace.  

1) Consider equipment that has UD features integrated into its design. For example, many computer operating systems have display options that enable users to increase font size. Purchasing software that is compatible with these features will meet the needs of many users. 

2) Assess new and emerging electronic and information systems for interoperability with AT. For example, implementing a database tracking system without considering interoperability with AT can result in compatibility problems if screen reading software is installed. Considering interoperability when the tracking system is purchased will prevent delays in implementing AT.

3) Evaluate whether the equipment can be maintained easily. For example, some evacuation devices are powered by batteries to assist those individuals who are evacuating people with mobility impairments. Whether the battery will be available and working during an emergency is an important consideration. 

4) Evaluate whether the equipment can be upgraded easily. For example, speech recognition software is available to individuals who cannot use a keyboard to enter information. Upgrades of software typically require additional computer memory. Whether a new system has the capability to be upgraded should be evaluated.  

5) Determine if the system can be used by a majority of the workforce. For example, if an employer provides cell phones to employees, determine whether the service provides alternative communication such as text messaging. 

6) Include the disability program manager, as well as representatives from information technology, purchasing, management, and safety departments when considering purchases that affect many employees. For example, if a Web conferencing system is under consideration for training activities, consider options that make materials accessible to screen readers and captioning services.

The following steps are helpful when choosing AT to meet the specific accommodation needs of an employee with a disability: 

**Step1. Define the Situation**

The first step in choosing AT to accommodate an individual with a disability is to define the situation. An effective way to do this is to determine what job functions need to be accommodated by evaluating the individual’s work site, work station, and work activities. Answering the following questions will assist with defining the situation: 

· What are the individual's functional limitations? A functional limitation involves difficulty in performing one or more specific work activities (e.g., difficulty communicating during meetings, using a telephone, reading print material, lifting boxes, and using a keyboard).

· What is the extent and type of impairment? Determining whether a condition is progressive or stable may not always be a factor to consider. However, knowing how the individual's condition will improve or worsen over time can be important when choosing AT (e.g., an employee with progressive vision loss may benefit from screen magnification now, but may need screen reading software in the future as his condition worsens. In some cases, it may make more sense to go ahead and purchase the screen reading software now).

· What job tasks are difficult to perform as a result of the impairment? This may be a good time to study the individual's job description to determine the essential and marginal functions of the position (e.g., distinguishing color, entering data, lifting materials, and tolerating stress).  

**Step 2. Explore Available AT Options**

Once the situation has been defined, the next step is to explore available AT options. A good starting point is consulting with the individual who needs the accommodation. Often the individual knows what AT is available. Also, talking with the individual can help determine whether the individual is proficient in using a certain type of AT, which can save research and training time. Another way to explore available AT options is to contact JAN directly to speak with an AT specialist and/or access JAN’s Searchable Online Accommodation Resource (SOAR), which lets users explore various accommodation options for people with disabilities in work settings. SOAR is available at: http://www.jan.wvu.edu/soar 

Other resources that can help employers explore available AT options include the following agencies: 

· State Vocational Rehabilitation (VR) agencies provide services to ensure gainful employment for people with disabilities. In addition to job placement, services may include, but are not limited to counseling, vocational evaluation, assessment, on-the-job training, rehabilitation technology services, and possible assistance with funding accommodations. For a list of state VR agencies, go to: http://www.jan.wvu.edu/cgi-win/TypeQuery.exe?902

· State AT Projects provide technical assistance on AT, consultation, product demonstrations, equipment borrowing, and low-interest loans for individuals with disabilities. For a list of state AT Projects, go to: http://www.jan.wvu.edu/cgi-win/TypeQuery.exe?735

· The Rehabilitation Engineering and Assistive Technology Society of North America (RESNA) provides information on Assistive Technology Practitioners (ATP) or Rehabilitation Engineering Technologists (RET). To access a Directory of ATPs and RETs from RESNA, go to: http://www.resna.org

· Disability specific organizations can also be helpful resources. For a listing of organizations by specific disability, go to: http://www.jan.wvu.edu/links/disspec.htm

A final option for exploring available AT is to consult with the computer technician or IT team at the individual’s workplace. Compatibility and feasibility issues should be addressed and it may be possible for an IT representative to download trial versions and test free demos of AT.  

**Step 3. Choose AT**

Once steps 1 and 2 are completed, an informed choice can be made about the AT. When choosing AT, consider the following:

· Is there technical support available?

· Is there a money back guarantee and warranty?

· Is there an option to upgrade with newer versions? 

· Is the product compatible with other technology used?

· Is training available?

· Does the electronic infrastructure support interoperability with the AT?

· How will the AT be funded?

Tax incentives, vocational rehabilitation services, and local civic organizations may assist with funding AT. For more information on funding options, go to: http://www.jan.wvu.edu/links/Funding/GeneralInfo.html

**Step 4. Implement AT**

Once a potential AT solution is chosen, the next step is to implement the AT, which involves purchasing the product or service, providing appropriate training, and ensuring that the individual with the disability can successfully use the AT. 

**Step 5. Monitor and Upgrade AT**

Providing AT as an accommodation is an ongoing process between an employee and his/her employer. It is important to keep the lines of communication open, to monitor the effectiveness of the accommodation to ensure that the AT is meeting the needs of the employee and employer, and to upgrade the AT as needed. Some questions to consider include:

· If training was provided, was it effective? 

· Is the AT being used properly?

· Is the AT being maintained?

· Should other accommodations besides AT be considered?

Take into account any changes in the individual's functional limitations or job duties that would alter current accommodation needs and the effectiveness of the AT. When changes occur, an employer may need to communicate with employees who use AT in the workplace. 

This whitepaper illustrates that access to current information about workplace accommodation, specifically purchasing or modifying products, remains a primary demand of employers. Employers continue to demand accommodation information, including practical tools about the integration of AT and UD in the workplace, of benefit to retaining and hiring people with disabilities. Continued focus on theory advancement, knowledge translation, and policy implementation aspects of UD and AT as workplace accommodations are necessary pieces to increase the employment rate of people with disabilities.

Equal Employment Opportunity Commission. (1992). *A technical assistance manual on the employment provisions (title I) of the Americans with Disabilities Act*. Retrieved April 29, 2005, from http://www.jan.wvu.edu/links/ADAtam1.html

Loy, B. & Batiste, L.C. (2007). Universal design and assistive technology in the workplace. Retrieved May 30, 2007, from http://www.jan.wvu.edu/media/udatfact.doc

**Job Accommodation Network**West Virginia UniversityPO Box 6080 Morgantown, WV 26506-6080Toll Free: (800)526-7234TTY: (877)781-9403Fax: (304)293-5407jan@jan.wvu.eduhttp://www.jan.wvu.edu

**Office of Disability Employment Policy**200 Constitution Avenue, NW, Room S-1303 Washington, DC 20210Direct: (202)693-7880TTY: (202)693-7881Fax: (202)693-7888infoODEP@dol.govhttp://www.dol.gov/odep/

**ABLEDATA**8630 Fenton StreetSuite 930Silver Spring, MD 20910Toll Free: (800)227-0216TTY: (301)608-8912Fax: (301)608-8958ABLEDATA@macroint.comhttp://www.abledata.com

**Assistive Technology Industry Association**401 N. Michigan AvenueChicago, IL 60611-4267Toll Free: (877)OUR-ATIADirect: (312)321-5172Info@ATIA.orghttp://www.atia.org

**California State University Northridge, Center on Disabilities**18111 Nordhoff St.Northridge, CA 91330-8340Direct: (818)677-2578Fax: (818)677-4929http://www.csun.edu/cod/

**Center for Universal Design**North Carolina State University 50 Pullen Road, Brooks Hall, Room 104Campus Box 8613Raleigh, NC 27695-8613Toll Free: (800)647-6777Fax: (915)515-7330Phone: (919)515-3082http://www.design.ncsu.edu/cud 

**Computer/Electronic Accommodations Program, Department of Defense**511 Leesburg Pike, Suite 810Falls Church, VA 22041Direct: (703)681-8813TTY: (703)681-0881Fax: (703)681-9075cap@tma.osd.milhttp://www.tricare.osd.mil/cap/

**Rehabilitation Engineering and Assistive Technology Society of North America**Technical Assistance Project1700 North Moore Street, Suite 1540Arlington, VA 22209-1903Direct: (703)524-6686TTY: (703)524-6639Fax: (703)524-6630http://www.resna.org

**Rehabilitation Engineering Research Center for Wireless Technologies**Crawford Research Institute, Shepherd Center 2020 Peachtree Road, NWAtlanta, GA 30309-1465Direct: (404)367-1288TTY: (404)367-1347Fax: (404)350-7596rerc@cacp.gatech.eduhttp://www.wirelessrerc.gatech.edu/

**Rochester Institute of Technology**National Technical Institute for the Deaf Center on Employment52 Lomb Memorial DriveRochester, NY 14623Direct: (585)475-6219ntidcoe@rit.eduhttp://www.ntid.rit.edu/nce/employers.php

Tips for Choosing Equipment that

Includes Universal Design Features

A Process for Choosing AT for Employees with Disabilities

Resources

Follow-Up Study and Data Analysis

UD and AT as a Part of Accommodation in Employment

Background

Conclusion

Contents

Preface

References

� This document was developed by the Job Accommodation Network, funded by a contract agreement from the U.S. Department of Labor, Office of Disability Employment Policy (Number J-9-M-2-0022).The opinions expressed herein do not necessarily reflect the position or policy of the U.S. Department of Labor. Nor does mention of trade names, commercial products, or organizations imply the endorsement by the U.S. Department of Labor.

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Job Accommodation Network, May 2007