Informed decision making on assistive technology workplace accommodations for people with visual impairments.

Underemployment of people with visual impairments is an important problem in the world of work. Barriers to successful employment include the lack of informed decision making concerning AT as a workplace accommodation. Choosing effective Assistive Technology (AT) as an accommodation solution is imperative to successful employment of individuals with vision impairments. While not all jobs require AT as a part of an accommodation, when AT is needed, an informed choice is the best approach. This article describes the five step process for selecting appropriate AT for individuals with vision impairments in workplace accommodations developed by the Job Accommodation Network (JAN). Cases from the JAN database that involve people with vision impairments were examined. Resources to enable readers to further evaluate and implement effective AT solutions are provided.

Personal assistance services in the workplace: A literature review.

BACKGROUND: Personal assistance services (PAS) can be valuable adjuncts to the complement of accommodations that support workers with disabilities. This literature review explored the professional literature on the use of PAS in the workplace. METHODS: Bibliographic sources were used to locate relevant research studies on the use of PAS in the workplace. The studies in this review used both qualitative and quantitative methods to identify current definitions of work-related and personal care-related PAS, agency-directed versus consumer-directed PAS, long-term and short-term funding issues, development of PAS policy, and barriers to successful implementation of PAS. RESULTS: The studies uncovered issues related to (a) recruiting, training, and retaining personal assistants, (b) employer concerns, (c) costs and benefits of workplace PAS, (d) wages and incentives for personal assistants, and (e) sources for financing PAS as a workplace accommodation. CONCLUSION: The findings reveal the value and benefits of effective PAS on the job. PAS can lead to successful employment of people with disabilities when other accommodations cannot provide adequate workplace support. Additionally, the evolution of workplace PAS is dependent on development of realistic PAS policy and funding options.

Employer benefits from making workplace accommodations.

BACKGROUND: This study explored workplace disability accommodations and their benefits. The participants were employers and human resource professionals who had not used the services of the Job Accommodation Network (JAN). The companies included large businesses (more than 499 employees) and small businesses (fewer than 500 employees). OBJECTIVE/HYPOTHESIS: The intent of this investigation was to assess the disability accommodations and benefits for the employers. METHODS: The study used responses to online survey from194 employers to discuss disability-related accommodations for an employee or potential employee. The survey included 128 employers who reported having had a person with a disability who requested an accommodation. RESULTS: As reported by the employers, the most frequently mentioned direct benefits from implementing workplace accommodations were (a) retained a qualified employee, (b) increased worker productivity, and (c) eliminated the cost of training a new employee. The most frequently mentioned indirect benefits from accommodations were (a) improved interactions with coworkers, (b) increased overall company morale, and (c) increased overall company productivity. The most frequently reported types of implemented accommodations were buying equipment and changing work schedules. Most of the respondents estimated the direct benefits of having made an accommodation at more than $1000. CONCLUSIONS: The findings heighten awareness of benefits associated with making accommodations for people with disabilities in the workplace. These benefits signify value for business, coworkers, and individuals with disabilities for whom accommodations are critical for successful employment.

Personal Assistance Services (PAS) for individuals with disabilities: self-care at the workplace.

OBJECTIVE: The intent of this investigation was to identify current definitions, issues, and strategies related to the use of Personal Assistance Services (PAS) in the workplace. PARTICIPANTS: The participants were employees with disabilities who used PAS in the workplace as well as employers who participated in research studies over the past 20 years. METHODS: More than 30 articles were reviewed to determine PAS definitions, use, policies, and outcomes. A comprehensive search of bibliographic resources (e.g., EBSCOhost) was conducted to identify appropriate articles. RESULTS: The articles revealed current definitions of workplace PAS, demonstrated an increasing need for PAS, and highlighted fiscal and societal barriers to the full implementation of PAS at work. CONCLUSIONS: The outcomes clarify the historical components, but also identify questions that remain. These questions concern the effectiveness of PAS, best practices for funding PAS, and the need for national and local policies to support the use of PAS for workers with disabilities.

Cost of workplace accommodations for individuals with disabilities: with or without personal assistance services.

BACKGROUND: This study compared the expense associated with use of personal assistance services (PAS) for individuals with disabilities to the expense incurred by individuals with disabilities who did not use PAS. The intent of this investigation was to assess the disability accommodation costs and benefits of PAS and non-PAS cases. METHODS: The study uses 1,182 follow-up telephone surveys and 24 telephone interviews of employers who had previously contacted the Job Accommodation Network (JAN) to discuss disability-related accommodations for an employee or potential employee that were conducted from January 2004 through December 2006. The survey included 69 employers who had considered PAS. The surveys were conducted by the University of Iowa's Law, Health Policy, and Disability Center, which contacted employers who had previously contacted JAN for consultation on workplace accommodations. The interviews were conducted by the International Center for Disability Information at West Virginia University. RESULTS: Key findings point to the costs associated with PAS cases and with cases not involving PAS accommodations. As reported by the employers, the median "one-time cost" of accommodations (not $0) for non-PAS cases was $500. The median "one-time cost" of accommodations (not $0) for PAS cases was $1,850. When $0 cost of accommodations on PAS cases was factored in with "one-time cost" of accommodations for PAS cases, the median cost was $0. For non-PAS cases of accommodations, when $0 cost of accommodations was considered, the outcome was a median cost of $0. The annual cost for PAS accommodations was a median cost of $8,000 in comparison to $2,000 for non-PAS. The median dollar amount estimates of direct benefits were $1,600 for PAS accommodations, similar to $1,500 for non-PAS. The most frequently mentioned benefits from PAS accommodations were (a) increased productivity, (b) increased diversity, (c) retention of a valued employee, (d) improved interactions with co-workers, (e) increased overall company morale, and (f) increased overall company productivity. CONCLUSIONS: The findings heighten awareness of the cost and benefits aspects associated with PAS for people with disabilities. Many non-PAS accommodations cost nothing to the employer (e.g., changing the work schedule, moving the individual to another location). When dollar cost was involved, the costs for PAS accommodations were more than three times greater than non-PAS accommodations.