ODEP and National Organization of Nurses with Disabilities (NOND) Alliance
ODEP and NOND recognize the value of establishing a collaborative relationship to promote the employment of people with disabilities in the healthcare industry. ODEP and NOND hereby form an Alliance to conduct outreach, education and technical assistance activities that promote the recruitment, hiring, retention and advancement of individuals with disabilities, including veterans with disabilities, in the healthcare sector.
Beth Marks, NOND President, and ODEP Assistant Secretary Kathy Martinez, sign the Alliance agreement.
ODEP News Release: [05/07/2012]
Contact Name: Bennett Gamble
Phone Number: (202) 693-4661
Release Number: 12-0889-NAT
Agreement supports increased hiring of individuals with disabilities in health care industry
WASHINGTON — Assistant Secretary of Labor for Disability Employment Policy Kathleen Martinez and National Organization of Nurses with Disabilities President Beth Marks have signed an alliance agreement during National Nurses Week to promote the employment of individuals with disabilities in the health care industry.
Working as a Nurse With a Disability
by Elisabeth Greenbaum Kasson
What are your options if you aspire to be a nurse and are disabled? What would you do if you were already working as a nurse and became disabled? Whether you are living with obvious disabilities such as limb differences or paralysis, or less visible ones such as a chronic illness, sensory impairment or post-traumatic stress disorder, there are few reasons that would prevent you from successfully completing a nursing program, or continuing your career. The field is diverse and there is a place for nearly everyone.
The Future of Disability in America
by Committee on Disability in America, Marilyn J. Field and Alan M. Jette, Editors
The 1991 Institute of Medicine (IOM) report Disability in America: Toward a National Agenda for Prevention identified disability as a significant social, public health, and moral issue that affects every individual, family, and community across America. This seminal volume articulated a series of comprehensive changes necessary to prevent disability in American society. Its recommendations included, for example, the development of new public and private leadership in disability prevention, the adoption of a unified conceptual framework to guide collaborative research, a national disability surveillance system, a comprehensive research program, coordinated approaches to delivering health and social services, and professional and public education to promote enlightened attitudes about disability. In 1997, the IOM followed with a second report, entitled Enabling America: Assessing the Role of Rehabilitation Science and Engineering, which critically evaluated the current federal programmatic efforts in science and engineering related to rehabilitation and disability. The 1997 IOM report called attention to the major shortcomings in the organization and administration of federal research programs pertinent to disability and rehabilitation. In doing so, it set forth a series of specific recommendations for more research, improved coordination, and a need for enhanced visibility of rehabilitation-related research within federal research programs.
Accommodating the Communication Needs of Deaf-Blind Employees
by Teresa Goddard and Elisabeth Simpson, Job Accommodation Network, Volume 10, Issue 2, Second Quarter, 2012
When you think of an individual who is deaf-blind (also known as deaf-blindness, blind-deaf, dual sensory impaired, or combined vision and hearing loss), do you think of someone who is fully deaf and fully blind? Helen Keller might be an important historical figure that comes to mind. In reality, while there are individuals who are fully deaf and fully blind, many people who are deaf-blind have some usable vision and hearing. For example, some individuals may have grown up with some degree of vision loss and experienced a change in their hearing later in life, or vice versa. Other individuals may have been born with mild to moderate deficits in both vision and hearing. Others may have experienced trauma or illness at some point in their lives that resulted in both vision and hearing loss while older adults are likely to experience age-related vision and hearing impairments.
Incorporate Reasonable Accommodation Practices into your Onboarding Process
by Ann Hirsh, Job Accommodations Network, Volume 10, Issue 2, Second Quarter, 2012
Spring is in full swing and there are signs indicating an upcoming increase in the hiring of people with disabilities in both the Federal and private sectors. With Federal Executive Order 13548 – Increasing Federal Employment of Individuals with Disabilities and the potential changes for Federal contractors in the Office of Federal Contract Compliance Programs’ (OFCCP) Notice of Proposed Rulemaking (NPRM) for Section 503 of the Rehabilitation Act, employers would be wise to review their onboarding processes.
The purpose of an onboarding process is to smoothly integrate new employees into their positions and company culture. If you already have an onboarding process, does your process consider reasonable accommodation issues for your new employees who may happen to have a disability? It should. Take a look at your process and see if you need to incorporate the following reasonable accommodation considerations.
Being Bullied Tied to Anxiety, Depression in Special-Needs Kids
by American Academy of Pediatrics, news release, April 29, 2012
More than chronic conditions themselves, maltreatment by peers added to mental distress in small study.
SUNDAY, April 29 (HealthDay News) — Special-needs youth with chronic medical conditions or developmental disabilities are at risk for anxiety and depression if they’re excluded, ignored or bullied by other young people, a new small study says.
It included 109 youngsters, ages 8 to 17, who were recruited during routine visits to a U.S. children’s hospital. The patients and their parents completed questionnaires that screen for symptoms of anxiety and depression, and the youngsters also completed a questionnaire that asked them about bullying or exclusion by their peers.
The patients in the study had one or more conditions such as: attention-deficit hyperactivity disorder (39 percent); cystic fibrosis (22 percent); type 1 or 2 diabetes (19 percent); sickle cell disease (11 percent); obesity (11 percent); learning disability (11 percent); autism (9 percent); and short stature (6 percent).
Settlement: Disabled Must Be Included in Disaster Plans
By Rick Orlov, Staff Writer
Posted: 04/25/2012 08:41:57 PM PDT
Updated: 04/25/2012 08:45:42 PM PDT
Making the Most of College Visits
by Margie Hatch, NCWD Youth, Posted on April 16, 2012
Posted on April 16, 2012 by NCWD Youth
Today’s blog provides guidance to youth about visiting colleges and other postsecondary institutions to help make informed decisions.
For many of you, spring break is your chance to sleep in, hang out with friends, or take a vacation with your family; however, for juniors just starting their college search and for seniors making their final selection, spring is the prime time for visiting college campuses. As exciting as it is to dream of your new life after high school, college planning can be time consuming and stressful. Choosing the right college is an important decision and takes a lot of prep work.
By now you may have read your fair share of the college brochures and view books that flood your mailbox. After these first impressions you may be thinking, “School A has the most beautiful campus and, wow, how great would it be to attend School B (I’m the biggest fan of their basketball team!), and School C is a top ranked schools on the U.S. News & World Report – how do I choose?”
Occupation and Industry Series: Accommodating Nurses with Disabilities
JAN’s Occupation and Industry Series is designed to help employers determine effective accommodations for their employees with disabilities and comply with title I of the Americans with Disabilities Act (ADA). Each publication in the series addresses a specific occupation or industry and provides information about that occupation or industry, ADA issues, accommodation ideas, and resources for additional information.