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Inspired by pandemic-transformed instruction, this paper examines the digital accessibility of five tech tools used in information literacy sessions, specifically for students who use assistive technologies such as screen readers. The tools are Kahoot!, Mentimeter, Padlet, Jamboard, and Poll Everywhere. First, we provide an overview of the Americans with Disabilities Act (ADA) and digital accessibility definitions, descriptions of screen reading assistive technology, and the current use of tech tools in information literacy instruction for student engagement. Second, we examine accessibility testing assessments of the five tech tools selected for this paper. Our data show that the tools had severe, significant, and minor levels of digital accessibility problems, and while there were some shared issues, most problems were unique to the individual tools. We explore the implications of tech tools' unique environments as well as the importance of best practices and shared vocabularies. We also argue that digital accessibility benefits all users. Finally, we provide recommendations for teaching librarians to collaborate with campus offices to assess and advance the use of accessible tech tools in information literacy instruction, thereby enhancing an equitable learning environment for all students. [ABSTRACT FROM AUTHOR]

The overall aim of this study was to describe experiences of discrimination due to inaccessibility among people using mobility devices. We conducted a thematic qualitative analysis of 88 complaints about wheeled mobility device use, inaccessibility, and discrimination submitted to the Swedish Equality Ombudsman (DO) during 2015 and 2016. The analysis resulted in three themes: instigating change by invoking laws and regulations and highlighting lack of compliance; demanding to be recognised, understood, and listened to; and struggling for equal access and social participation. Regulations and treaties were invoked as the basis for complaints by people using mobility devices regarding their lack of access to physical environments and impediments to their enjoyment of their full right to participate in and contribute to society. The complaints described feelings of discrimination, the disadvantages and exclusion due to physical inaccessibility, and experiences of being prevented from living one's life as others do. Complaints filed by people using mobility devices showed that they were denied access to a wide range of contexts, including offices, theatres, restaurants, schools, and public transportation, though they desired to live an active and social life outside their homes. Filing a complaint was a way to take action, highlight present inaccessibility, and express a hope for change. Difficulties experienced by people using wheeled mobility devices can reveal knowledge important for revising existing design and renovation standards for housing and public buildings. Documenting facilitators and barriers in different environments is important for giving voice to the needs of wheeled mobility device users and revealing standards that need to be strongly enforced or revised. People using wheeled mobility devices should be supported in finding solutions in inaccessible environments, both to fulfil their wishes and to enable their participation in society. [ABSTRACT FROM AUTHOR]

BACKGROUND: Despite the protections afforded by the Americans with Disabilities Act (ADA), workers who are deaf and hard-of-hearing (DHH) face workplace challenges that may require the aid of workplace resources and accommodations. Limited research has been conducted to understand the process of accommodation requests among DHH workers. OBJECTIVE: This qualitative study examined barriers and facilitators to requesting accommodations among DHH workers. METHODS: Fifty-nine DHH workers, recruited from organizations serving DHH workers across U.S., participated in the study. Participants' open-ended survey responses were analyzed and coded into themes representing barriers or facilitators to participants' decisions to request or withhold requests for accommodations. RESULTS: Facilitators to accommodation request include an employee's effective use of self-efficacy and self-advocacy; supportive work environments; and the presence of peers with disabilities. Barriers to accommodation requests include the anticipation of negative perception of stigmatization in the workplace; lack of knowledge related to accommodations and ADA; absence of workplace support; ineffectual workplace structure, policies, or procedures; concerns surrounding costs; and physical and access barriers in the workplace. CONCLUSION: To fulfill the workers' rights as guaranteed by the ADA, and to best serve the interests of the workplace, strategies are highlighted on how to assist DHH employees to take advantage of workplace accommodations with aims to promote job retention and success. [ABSTRACT FROM AUTHOR]

Demographic data projections for the United States indicate a significant increase in the population of older persons with disabilities. The Americans with Disabilities Act (ADA) mandates community access for individuals with disabilities, including older individuals who are aging with or aging into disabilities. However, there is limited research regarding the knowledge and the use of the ADA among this population specific to their perceptions and experiences regarding barriers and facilitators to community access and participation as mandated under the Act. The purpose of this qualitative focus group study was to explore the perceptions and experiences of a sample of older adults with disabilities regarding their community access, and their knowledge and utilization of the provisions of the ADA to facilitate community participation. Analysis of results identified three predominant themes within this sample of older adults: experiences with structural and attitudinal barriers to community access leading; fear of loss of autonomy and independence in the community, and how they deploy; coping and advocacy strategies to address barriers. Recommendations for improving ADA knowledge, access, and utilization among the population, as well as senior service providers, are also addressed. [ABSTRACT FROM AUTHOR]

BACKGROUND: The Americans with Disabilities Act (ADA) is sweeping civil rights legislation that affords people with disabilities equality of opportunity, economic self-sufficiency, independent living, and full participation in daily life. The protections of the ADA extend to individuals with alcohol and substance abuse disorders who are in recovery. OBJECTIVE: The objective of this article is to understand the ADA's definition of disability and how it applies to addiction and recovery. The reader will recognize how the ADA applies to people with addiction to alcohol and those in recovery from substance abuse. The article will describe the rights and responsibilities employers and employees have in the three stages of employment. METHOD: The material in this presentation was developed based on the authors' research, training, education, knowledge, and skill of the ADA. RESULTS: Individuals in recovery are often unaware of their civil rights under the ADA. The ADA ensures that people with disabilities, including those with alcohol use disorder and substance use disorders, have the same rights and opportunities in the workplace. CONCLUSION: The COVID-19 pandemic has resulted in an increase in increased rates of alcoholism and substance abuse. Individuals living with addiction are unaware of the employment protections they may have under the ADA. Title I of the ADA guarantees employment protections to ensure equality in the workplace for people with disabilities. A clearer understanding of the law will ensure that job seekers and employees are treated in an ethical, valued, and courteous way when disclosing disability and the need for accommodation. [ABSTRACT FROM AUTHOR]

Background: Museums are key educational and cultural resources in the community, yet many are not accessible to visitors with disabilities. Universal design promotes products and environments usable to the greatest extent possible by all people, regardless of ability. This study explores current industry practice and perceptions of accessibility and universal design in a small sample of American museums. Suggestions for how occupational therapists can help museums go above and beyond ADA guidelines are provided. Method: An 17-item cross-sectional survey was used to collect data. Twenty-five museum associations assisted with recruitment. A descriptive numerical summary and qualitative analysis were used to summarize the results. Results: Sixty respondents participated in the survey. Accommodations for visitors with visual impairment and physical barriers created by historical buildings were identified as both challenges and successes by the respondents. Confusion between ADA standards and universal design was evident in several responses. Conclusion: The most frequently reported accessibility rating was good. Staff training and community-based partnerships are important, but often overlooked practices for improving accessibility. Local agencies who serve people with disabilities are underused resources in the community. There is a potential role for occupational therapists to assist museums with staff training, recruiting people with disabilities, and establishing community partnerships. Additional research is warranted. [ABSTRACT FROM AUTHOR]

Physicians from underrepresented groups are at greater risk of experiencing mistreatment from coworkers and patients, including offensive remarks, physical harm, threats of physical harm, and unwanted sexual advances. These can have far-reaching negative consequences for the physicians' personal and professional lives. This study used data from a nationally representative sample of physicians to examine workplace mistreatment experienced by physicians with disabilities and determine whether physicians with disabilities are more likely to experience mistreatment in their workplace than physicians without disabilities. Compared with their nondisabled peers, physicians with disabilities had a significantly higher likelihood of experiencing every type of mistreatment from both patients and coworkers. Our findings suggest the need for disability-focused anti-mistreatment policies and practices. [ABSTRACT FROM AUTHOR]

Background: The purpose of this study was to examine the workplace discrimination experiences of individuals with disabilities residing in the Midwest by exploring their allegations filed under Title I of the ADA from 1992 through 2016. Objective: The goals of this article are to describe region- and state-level patterns in workplace discrimination and to provide valuable information to stakeholders to better understand and address the issues within their respective areas of practice. Methods: Using population level data of every available closed discrimination allegation filed under Title I of the ADA from its effectuation (January 26, 1992) through the most recent available data (December 31, 2016), descriptive statistics were obtained for each state within the Midwest for each of the five specific research questions. Data for each state represent the overall frequencies and proportions for each state and are presented in the context of their respective national and regional rankings for comparison purposes. Results: Results for each state for each variable of consideration (i.e., allegation, CP disability type, prongs allegations, discrimination allegation type, and merit closures) are presented in tables for ease of comparison. Next steps and suggested questions for discussion are presented. [ABSTRACT FROM AUTHOR]

BACKGROUND: Although African Americans and Hispanic/Latinx Americans with multiple sclerosis (MS) frequently cite workplace discrimination as a major concern, the specific nature of this discrimination is not yet well understood. OBJECTIVE: The purpose of this study was to investigate racial/ethnic differences in allegations of workplace discrimination by Caucasian, African American, and Hispanic/Latinx American individuals with MS. METHODS: The United States Equal Employment Opportunity Commission (EEOC) Integrated Mission System (IMS) database was used to describe and compare the frequency and characteristics of discrimination allegations filed by people with MS in the three race/ethnicity groups. Quantitative analyses, including a one-way analysis of variance and Chi-square tests, were used to examine 2009–2016 Americans with Disabilities Act Amendments Act (ADAAA) Title I complaints. These complaints were received by the EEOC from people with MS who identified themselves as Caucasian, African American, and Hispanic/Latinx American (N = 3,770). RESULTS: Both African Americans and Hispanic/Latinx Americans tended to encounter discrimination at a younger age than Caucasian Americans. African American and Hispanic/Latinx American charging parties were more likely to be women than were Caucasian charging parties. The size and location of employers against whom allegations were filed varied significantly among the three racial/ethnic groups. The EEOC was more likely to resolve allegations in the charging parties' favor when the allegations were filed by Caucasians. CONCLUSION: The present study revealed modest but significant differences in the workplace discrimination experiences of the three groups under study. More research is needed to determine why racial/ethnic status bears on the discrimination experiences of Americans with MS. [ABSTRACT FROM AUTHOR]

Objective: This study built on a recent publication to explore physician assistant (PA) licensure renewal applications, as well as PA likelihood to seek help for physical or mental health conditions. Methods: We were able to obtain licensure renewal applications from 47 states. A national survey was then conducted to explore the connection between licensure questions and help-seeking behavior. Results: Only 18 states were consistent with the Americans with Disabilities Act (ADA) in their approach to initial and renewal applications. Thirty-five percent of PAs expressed reluctance to seek help for a mental health issue due to concerns about licensure repercussions. States with applications that were inconsistent with the ADA were significantly more likely to express these concerns. Conclusions: Considerable stigma exists among PAs regarding seeking help for mental health issues. Problematic licensure questions increase this reluctance. Advocacy is needed to reduce stigma of mental health and substance use, and to modernize licensure applications. [ABSTRACT FROM AUTHOR]

Background: In this study, investigators examined the employment discrimination experiences of older workers (55 and over) with multiple sclerosis (MS) in comparison to younger adult workers with MS. Objective: To examine age as a differential indicator of demographic characteristics of the Charging Parties, the discrimination issues alleged to occur, and the legal outcome of allegation investigations. Methods: The study utilized data from the Integrated Mission System of the U.S. Equal Employment Opportunity Commission (EEOC). Results: Findings indicate that allegations filed by older Charging Parties with MS were more likely to come from Whites and Native Americans/Alaskan Natives. Allegations filed by older Charging Parties were less likely to come from African Americans. Allegations filed by older workers were less likely to involve reasonable accommodations and more likely to involve issues related to demotion. No significant differences were observed related to the types of case resolutions between the two groups. Conclusions: Results suggest that many of the workplace discrimination experiences of people with MS are common across age groups, indicating that the very presence of MS is likely the most salient factor in the discrimination experiences of Americans with MS. Implications for policy and practice are discussed. [ABSTRACT FROM AUTHOR]

The purpose of this study is to examine the prevalence of different workplace accommodation request strategies, the effectiveness of different request approaches, and situational and individual factors associated with different request strategies for individuals with disabilities. Common action plans of accommodation requests may vary depending on decisions about mentioning the Americans With Disabilities Act (ADA) (or not) and whether a formal (or informal) request is submitted, though past literature has focused primarily on formal accommodation requests made under the auspices of the ADA. Participants (n = 408) were recruited from rehabilitation agencies and organizations serving people with disabilities in the United States. The results indicated that informal requests without mentioning the ADA were found most often, followed by formal requests while not mentioning the ADA, formal requests while mentioning the ADA, and informal requests while mentioning the ADA. The odds of acquiring the requested accommodation were significantly higher, relative to other strategies, for requests made informally without mentioning the ADA. A variety of individual attributes capable of discerning when participants chose one strategy over another were observed; these included self-efficacy and outcome expectancy, negative affect, and an array of situational and personal attributes. Implications for research and practice were discussed. [ABSTRACT FROM AUTHOR]

Background The purpose of this study was to investigate the patterns in allegations of workplace discrimination filed by individuals with cancer. Objective The goal of the research was to describe discrimination, both actual and perceived, that has occurred against individuals with cancer in comparison to a group of individuals with other general disabilities (GENDIS) through analyses of the United States Equal Employment Opportunity Commission (EEOC) Integrated Mission System (IMS) database. Methods An ex post facto, causal comparative quantitative design was used to examine Americans with Disabilities Act Amendments Act (ADAAA) Title I complaints received by the EEOC from people with cancer from 2009 through 2016 (n = 10,848) in comparison to the GENDIS group over the same time period (n = 13,338). Results Results revealed statistically significant differences in the patterns of issues alleged by the two groups. When compared to the GENDIS group, the cancer group was significantly older and had proportionally more individuals who identified as Asian than the GENDIS group. People with cancer were more likely to allege discrimination in the areas of unlawful discharge, demotion, wages, layoff, benefits, and referrals. They were less likely to allege discrimination in areas of reasonable accommodation, hiring, and suspension. Also, the cancer group was more likely than the GENDIS group to file allegations against smaller employers and employers in the Southeast region of the United States, while employers in the Mid-Atlantic and Rocky Mountain regions were less likely to be named in allegations by people with cancer. The cancer group was also significantly more likely than the GENDIS group to find that EEOC investigations of their allegations resulted in merit-based case resolution, that is, discrimination had indeed occurred. Owing to the large sample size, some of these between-group differences were small in magnitude. Conclusion The workplace discrimination experiences of people with cancer are substantially different from those of people with other disabilities. [ABSTRACT FROM AUTHOR]

BACKGROUND: Individuals with hearing loss experience unique barriers to employment frequently documented in the areas of communication and education. The purpose of this article is to contribute to extend this inquiry to the uniqueness of workplace discrimination involving persons with hearing loss. OBJECTIVE: This study investigated differences in allegations of workplace discrimination filed by persons with hearing loss ("Hearing") compared to those filed by persons with other physical or neurological disabilities (General Disability, or "GENDIS") before and after the enactment of the 2008 Americans with Disabilities Act Amendments Act (2008 Amendments). METHODS: Using secondary data collected from the Equal Employment Opportunity Commission (EEOC) Integrated Mission System, we employ simple measures of proportion and odds ratios to describe differences between allegations derived from GENDIS and Hearing loss populations. These are population statistics, and not samples, of all allegations of discrimination reported to the EEOC through 2016. The comparisons involve Characteristics of the Charging Parties, Issues or discriminatory behaviors alleged, and closure statuses or Merit Rate of the EEOC's investigations – both before and after the 2008 Amendments. RESULTS: Following the 2008 Amendments, Charging Parties changed dramatically on age and gender status. Reasonable Accommodation, Hiring, Harassment, and employment Terms and Conditions showed unique features between groups and/or time periods. The "veracity" (confirmed truthfulness or merit) of the EEOC allegation (or Merit) rate also changed following the Amendments: higher for GENDIS; lower for Hearing. CONCLUSIONS: Possible rationale for these findings are offered, and new research questions are raised. Finally, implications for the cross-disability movement are presented. [ABSTRACT FROM AUTHOR]

Participation in competitive employment and other meaningful work activities is considered a fundamental human right and crucial to the health and well-being of people with and without disabilities. Approximately less than 30% of the persons with a disability aged 16 to 64 were employed in 2017, which is a striking disparity given that 73.5 % of people in this age group without disabilities were employed. Several 2 x 2 Factorial Designs were used to determine how a job applicant's disability status (disability disclosed, disability not disclosed) and gender (female, male) impacted how Human Resource Managers' (N = 392) evaluated the job applicant in three areas, including (a) how likely are they to hire this job applicant, (b) how qualified do they view this job applicant, and (c) what would they recommend as a starting salary if the applicant was hired. Furthermore, there was an interest in investigating how knowledge of Title 1 of the Americans with Disabilities Act (ADA) influenced the Human Resource Managers' hiring-related decisions. Findings revealed that the starting salary was significantly lower for the applicant with a disability. Knowledge of the ADA did not control for any hiring-related decisions. Discussion and implications are provided. [ABSTRACT FROM AUTHOR]

The purpose of this article is to examine the results of the certified rehabilitation counselor (CRC) knowledge validation study conducted in collaboration with the Commission on Rehabilitation Counselor Certification (CRCC). The research design for the present study includes both descriptive and ex post facto approaches. Three hundred ninety-four CRCs completed the Knowledge Validation Inventory–Revised (KVI-R) survey. Factor analysis results revealed six knowledge domains: (a) rehabilitation and mental health counseling, (b) employer engagement and job placement, (c) case management, (d) medical and psychosocial aspects of chronic illness and disability, (e) research methodology and evidence-based practice, and (f) group and family counseling. The findings of this study provide important information for CRCC to examine and develop test and item specifications that will guide future versions of the CRC examination. The findings also inform the description of the knowledge base underlying the practice of rehabilitation counseling and contribute further empirical evidence regarding the knowledge domains identified in this replication and extension of the previous study completed in 2012. [ABSTRACT FROM AUTHOR]

The current study investigated the relationship between public transportation barriers and employment status among a national sample of 3,218 individuals with disabilities. A web-based survey was developed out of a participatory action research program and disseminated to potential participants using the Americans with Disabilities Act (ADA) National Network. Approximately 89.7% of respondents reported experiencing at least one barrier to using public transportation, with an average of 3.39 (SD = 2.73) barriers per person. Individuals with disabilities who were not employed experienced significantly more barriers than those who were employed, and this difference was most prominent among those who were deaf or hard of hearing. The findings corroborate previous reports of the association between transportation and employment, but further specify that individuals who are deaf or hard of hearing may be disproportionately affected by public transportation barriers. [ABSTRACT FROM AUTHOR]

Objective: Negative stigma related to mental health diagnoses is common in both clinicians and the public. Questions about physical and mental conditions on licensure applications often are overly broad and may violate the Americans with Disabilities Act (ADA). This study investigated state physician assistant (PA) licensing applications relating to physical and mental health, and their consistency with the ADA. Methods: We collected PA state licensure applications from all 50 states and the District of Columbia. To be considered consistent with the ADA about physical conditions, an application had to only contain questions about a current (within the past year) physical health condition that impaired the applicant's ability to practice as a PA, or not include any questions about physical health. Questions that asked for speculation about possible future situations were considered inconsistent with the ADA. Results: Nearly 57% of state PA licensing applications were consistent with ADA guidelines on physical conditions; 51% were consistent for mental health conditions. Conclusions: Many state PA licensing boards include questions about physical and mental health conditions that are not limited to current impairment. These licensure questions could violate the ADA, and may reduce PAs' willingness to seek help for mental health issues. Balancing public safety with clinician health is a challenge. Further research and action are needed to optimize PA licensure questions on physical and mental health. [ABSTRACT FROM AUTHOR]

The goal of this research was to describe allegations of discrimination, both actual and perceived, that were filed by individuals with substance use disorders (SUDs) in comparison to a group of individuals with other physical disabilities (GENDIS) through analysis of the U.S. Equal Employment Opportunity Commission (EEOC) Integrated Mission System (IMS) database. An ex post facto, causal comparative quantitative design was used to examine Americans with Disabilities Act (ADA) Title I allegations received by the EEOC from charging parties with SUD from 1992 through 2011 (n = 8,432) in comparison to the GENDIS group over the same timeframe (n = 82,618). Results revealed statistically significant differences in the patterns of issues alleged by the two groups. In addition, compared to the GENDIS comparison group, the SUD group was significantly younger, had a significantly higher proportion of males, had proportionally more individuals who identified as Caucasian and as Other, and had proportionally fewer individuals who identified as Hispanic/Mexican and Asian. Charging parties with SUD were significantly less likely than the GENDIS group to have their allegations result in a merit-based case resolution. Implications for rehabilitation practice and further research are discussed. [ABSTRACT FROM AUTHOR]

Purpose: Physical accessibility is one of the fundamental rights of wheelchair users in order to ensure their integration into society. After Bangladesh ratified the UN Convention on the Rights of Persons with Disabilities (CRPD) on November 30, 2007, there has been a paradigm shift in the government's approach to ensure the welfare and rights of persons with disabilities through legislative and policy actions. This study assesses how accommodative the public buildings are for wheelchair users in Khulna, Bangladesh. Method: All the public buildings in Khulna city - including government offices, public schools, colleges and universities, hospitals, libraries, post offices and court buildings - were visited to assess the presence and suitability of facilities for wheelchair users, such as accessible parking, ramps, elevators, doors, and essential interior facilities like water closets and drinking-water fountains. Bangladesh has no specific accessibility guidelines document, but accessibility requirements have been included in the Bangladesh National Building Code (BNBC) 2008. The study made its assessment using an abridged form of the Americans with Disabilities Act Accessibility Guidelines (ADAAG) and BNBC 2008. Results: Only 6.7% (5) of the 75 public buildings were found suitable for wheelchair users. There is scope for modifications to be made in 28% (21) of the buildings which are currently unsuitable for wheelchair users. Conclusion: The study revealed that public buildings are, in general, not very accommodative of wheelchair users. There is a need for modifications in infrastructure to ensure inclusive development of these individuals. [ABSTRACT FROM AUTHOR]

Aim: Increasing usage of cultural arts venues by children with special needs has created a need to optimize participation planning. A team of three occupational therapy graduate students and one faculty researcher was invited to provide a local children's theater staff with training for supporting children with special needs. The team aimed to determine how their collaboration with the theater could contribute to understandings of best practices in community participation planning.Method: The team participated in theater events, conducted a facility assessment, interviewed staff members with varying role responsibilities, and surveyed staff before and after conducting a participation-planning workshop.Results: The collaborative approach to participation planning utilized strategies that provided practical applications for theater staff, including planning for sensory processing and regulation challenges, and providing staff with behavior management and communication tips for interacting with children.Conclusion: Through training, staff participation planning evolved from reacting to present-day problems to proactively planning for future initiatives. Staff expressed desires to have some of their own members become in-house experts for participation planning, allowing others to pursue the theater's mission: providing live children's theater performances and programs. [ABSTRACT FROM AUTHOR]

As one ages, the chance of acquiring functional limitations increases dramatically. Thus, a remarkably high proportion of older workers will likely qualify for workplace accommodations. The current study aimed to gain an understanding of subgroups of older workers who were less likely to request and receive accommodations, associations of psychosocial factors (i.e., workplace supports, employees’ knowledge of the Americans With Disabilities Act [ADA] and accommodations, and whether an individual has a work goal) with requesting and receiving accommodations, and differences on these psychosocial factors within various demographic subgroups of older workers. Two hundred thirty-one individuals 50 years and older recruited from multiple national organizations and rehabilitation agencies participated in this study through an online survey. The study found that the psychosocial factors were positively associated with requesting and receiving accommodations. In addition, participants who were less likely to request and receive accommodations reported lower scores in the psychosocial factors. Practical implications for rehabilitation counselors and further research are discussed. [ABSTRACT FROM AUTHOR]

The article presents a 2017 report on equal employment opportunities and treatment in employment on visually impaired individuals in the U.S. Topics discussed include Americans with Disabilities Act (ADA) and ADA Amendments Act provisions, the continuing receipt of workplace discrimination complaints, and the link of categories of discrimination charges to their filing before or after ADAAA. Also noted are the job acquisition charges decline and discrimination charges increase after ADAAA.

BACKGROUND: Employment of people with disabilities continues to be a concern in the field of rehabilitation counseling. Employment rates remain low, resulting in many people with disabilities living at or below the poverty line. OBJECTIVE: The purpose of this study was to investigate the perceptions of Hispanic small business owners toward hiring people with disabilities. METHODS: The 38-item Employer Attitudes Questionnaire (EAQ) and the 33-item Small Business Owners Survey (SBOS) were used to investigate attitudes and concerns about hiring issues along with the business owners' general feelings toward the Americans with Disabilities Act (ADA). Survey packets were distributed in the business districts of two selected cities in southern Texas. Two hundred and seventeen participants took part in the study. RESULTS: The findings suggest that there is a range of views about the capabilities of workers from various disability categories as well as differing opinions on the cost of reasonable accommodations. The results of a regression analysis yielded three significant predictors influencing hiring decisions: whether the business owner had a family member or a friend with a disability, the business owner's marital status, and their awareness of the ADA. CONCLUSIONS: There is a continuing need to educate small business owners about disability- and employment-rights legislation; however, cost considerations to provide reasonable accommodations for people with disabilities seem to be significantly more important for small business owners than for large corporations. [ABSTRACT FROM AUTHOR]

Purpose: The slopes of fixed-route bus ramps deployed for wheeled mobility device (WhMD) users during boarding and alighting were assessed. Measured slopes were compared to the proposed Americans with Disabilities Act (ADA) maximum allowable ramp slope.Methods: A ramp-embedded inclinometer measured ramp slope during WhMD user boarding and alighting on a fixed-route transit bus. The extent of bus kneeling was determined for each ramp deployment. In-vehicle video surveillance cameras captured ramp deployment level (street versus sidewalk) and WhMD type.Results: Ramp slopes ranged from −4° to 15.5° with means of 4.3° during boarding (n = 406) and 4.2° during alighting (n = 405). Ramp slope was significantly greater when deployed to street level. During boarding, the proposed ADA maximum allowable ramp slope (9.5°) was exceeded in 66.7% of instances when the ramp was deployed to street level, and in 1.9% of instances when the ramp was deployed to sidewalk level. During alighting, the proposed ADA maximum allowable slope was exceeded in 56.8% of instances when the ramp was deployed to street level and in 1.4% of instances when the ramp was deployed to sidewalk level.Conclusions: Deployment level, built environment and extent of bus kneeling can affect slope of ramps ascended/descended by WhMD users when accessing transit buses.Implications for RehabilitationSince public transportation services are critical for integration of wheeled mobility device (WhMD) users into the community and society, it is important that they, as well as their therapists, are aware of conditions that may be encountered when accessing transit buses.Knowledge of real world ramp slope conditions that may be encountered when accessing transit buses will allow therapists to better access capabilities of WhMD users in a controlled clinical setting.Real world ramp slope conditions can be recreated in a clinical setting to allow WhMD users to develop and practice necessary skills to safely navigate this environment.Knowing that extent of bus kneeling and ramp deployment level can influence ramp slope, therapists can educate WhMD users to request bus operators further kneel the bus floor and/or redeploy the ramp to a sidewalk level when appropriate, so that the least practicable slope will be presented for ingress/egress. [ABSTRACT FROM PUBLISHER]

The Americans with Disabilities Act (ADA) requires full and equal access to healthcare services and facilities, yet studies indicate individuals with mobility disabilities receive less than thorough care as a result of ADA noncompliance. The objective of our pilot study was to assess ADA compliance within a convenience sample of healthcare clinics affiliated with a statewide healthcare network. Site assessments based on the ADA Accessibility Guidelines for Buildings and Facilities were performed at 30 primary care and specialty care clinics. Clinical managers completed a questionnaire on standard practices for examining and treating patients whose primary means of mobility is a wheelchair. We found a majority of restrooms (83%) and examination rooms (93%) were noncompliant with one or more ADA requirements. Seventy percent of clinical managers reported not owning a heightadjustable examination table or wheelchair accessible weight scale. Furthermore, patients were examined in their wheelchairs (70%-87%), asked to bring someone to assist with transfers (30%), or referred elsewhere due to an inaccessible clinic (6%). These methods of accommodation are not compliant with the ADA. We recommend clinics conduct ADA selfassessments and provide training for clinical staff on the ADA and requirements for accommodating individuals with mobility disabilities. [ABSTRACT FROM AUTHOR]

Background/aim: The Americans with Disabilities Act (ADA) Title III mandates accessibility of all public facilities, including fitness facilities. The purpose of this study was to examine the ADA compliance of fitness facilities located in the St. Paul and Minneapolis metropolitan area, US. Methods: Twenty randomly selected fitness facilities were evaluated for ADA compliance using the Accessibility Instruments Measuring Fitness and Recreation Environments (AIMFREE) Professional Version (The National Center on Physical Activity and Disability, 2010). The assessment evaluated physical, educational, and informational aspects within each fitness facility. Results: None of the 20 participating fitness facilities in the St. Paul and Minneapolis metropolitan area were 100% ADA compliant. The overall compliance of all 20 participating fitness facilities, as measured by the AIMFREE, was 48.4%. The highest scoring domain was water fountains (77.8%) and the lowest scoring domain was telephones (23.3%). The results of the study showed the fitness facilities in the St. Paul and Minneapolis metropolitan area were not compliant with ADA standards. Conclusion: Occupational and physical therapy practitioners have a significant role in advocating for accessibility of public facilities, such as fitness facilities. Practitioners can collaborate with fitness facility owners to provide structural and educational resources to better accommodate the needs of individuals with disabilities. [ABSTRACT FROM AUTHOR]

Sources of support and quality of life of 50 grandmother-headed families raising grandchildren with and without disabilities were examined. Comparative analyses revealed significant differences between grandmothers raising grandchildren with and without disabilities in regard to sources of support and family quality of life. Informal support was significantly higher for grandmothers raising grandchildren without disabilities. In addition, grandmothers raising grandchildren without disabilities rated satisfaction with all aspects of family quality of life except parenting as significantly higher than grandmothers raising grandchildren with disabilities. Correlational analyses showed a moderate correlation between sources of support and family quality of life for both groups of grandmothers. While total informal social support was significantly correlated with satisfaction ratings of family quality of life for both groups of grandmothers, total formal support was significantly correlated with satisfaction ratings of family quality of life only for grandmothers raising grandchildren with disabilities. Multiple regression analyses revealed a significant relationship between presence of child disability and satisfaction ratings of family quality of life. [ABSTRACT FROM PUBLISHER]

This study examined differences between requesters and non-requesters of workplace accommodations in their self-reported job performance and job satisfaction. Participants were 194 individuals with visual and hearing disabilities (females = 67.5%, visual = 53.2%) receiving rehabilitation and related services in the US. They completed a survey on their self-reported accommodation requests, job satisfaction and work performance. Chi square and ANOVA tests were used to compare and contrast the differences. Findings suggest participants with requested accommodations have higher levels on job performance and job satisfaction than non-requesters. Individuals who were more likely to request accommodations were associated with higher educational background, moderate disability severity and higher levels of workplace supports from employers and coworkers. They reported higher knowledge levels on Americans with Disabilities Act and accommodation procedures, and higher outcome expectations and self-efficacies in requesting accommodations. Requesting workplace accommodations is an interactive and multifaceted process that involves various biopsychosocial factors. Rehabilitation professionals should help individuals with sensory disabilities from biopsychosoical perspectives to enhance job accommodation and job satisfaction. [ABSTRACT FROM PUBLISHER]

The article discusses a study by C. Blauwet and colleagues to evaluate the association between participation in organized sports programs and employment in adults with chronic spinal cord injury (SCI). The study found that employment was associated with younger age and a higher level of education, whereas obesity decreased the likelihood of employment. In the case of adults with chronic SCI, participation in organized sports was positively associated with employment.

Job accommodation is a multifaceted and interactive process. Stakeholder groups (i.e., employees with disabilities, employers, and in some cases service providers) make decisions about requesting or providing job accommodations based on multiple factors in this process. An understanding of stakeholder differences in their perceptions of these factors may mitigate the myths and misconceptions about accommodations, and facilitate the accommodation process. Stakeholder perspectives on the importance of factors involved in the accommodation process are compared. How these perceptions may affect the likelihood of requesting or providing accommodations is discussed, along with the implications for rehabilitation professionals. [ABSTRACT FROM PUBLISHER]

To be successful in inclusive classrooms, middle school students need effective note-taking skills to learn lecture content. Unfortunately, students with disabilities perform poorly at recording critical lecture content in notes and perform poorly on subsequent tests. Therefore, the purpose of this study was to assess the effects of a note-taking technique, called strategic note-taking, on the note-taking and achievement of students with and without learning disabilities. The Results showed that students who were trained to use strategic note-taking performed better than students who used conventional note-taking on measures of immediate recall and comprehension. The limitations of the research and the implications for future research are discussed. [ABSTRACT FROM PUBLISHER]

This study examined the extent to which transition components of students’ Individualized Education Programs (IEPs) were compliant with IDEIA 2004; the extent to which transition components provided evidence of best practices; the association among disability, ethnicity, compliance, and practices; and the relationship between compliance and best practices. The sample included African American, European American, and Hispanic students with developmental, emotional, and learning disabilities. Low levels of full compliance were found in these IEPs. Approximately half of the substantiated transition practices were found in the IEPs. Disability and ethnicity were associated with the probability of an IEP being compliant and/or having evidence of best practices. A statistically significant positive correlation was found between compliance and practices. [ABSTRACT FROM PUBLISHER]

Background: The population of people with disabilities (PWD) in Spain, according to available data reveals high rates of unemployment (20.34%) and, more alarmingly, a low rate of paid work within this collective at 35.5%. One of the possible causes of this low level of work may be related to the receipt of allowances that would seem to have an inhibiting effect on employment. Specific aims: The aim of this project was to investigate the effects of receiving an allowance on work and employment in PWD. We also studied compatibility between non-contributory allowances and work. Method: This involved working with a sample of 2,259 PWD nationwide, these mainly being men (57.61%). The methodology used was both quantitative and qualitative. Findings: The study results showed that people who receive an allowance, whether contributory or non-contributory, reveal unemployment rates higher than in the remainder of PWD. Similarly, recipients of allowances are mainly inactive while PWD not in receipt of an allowance are mainly active. Discussion: While the pension system is necessary, this must be very flexible in compatibility with the job and be accompanied by incentive measures for access. [ABSTRACT FROM AUTHOR]

Students with autism display sensory sensitivities to environmental stimuli that affect their attending and engagement in classroom learning activities. The purpose of the study was to determine whether attending of 4 male students, ages 13--20, increased after the installation of sound-absorbing walls and halogen lighting. The multiple single-subject, mixed-method design, AB(B+C), included a 2-wk baseline and two intervention phases: 2 wk after sound-absorbing wall installation using the Owens Corning Basement Finishing System™ (Owens Corning, Toledo, OH) and 2 wk after halogen light installation. We calculated nonattending frequencies from videotaped class sessions and used visual analysis to measure within-phase and between-phase characteristics. Results included increased frequency and stability of attending and engagement and improved classroom performance, comfort, and mood. Journaling provided students' perspective on the modifications and reflected overall increased sensory comfort and themes of improved classroom environment, positive emotional response (mood), and improved classroom performance. [ABSTRACT FROM AUTHOR]

This article documents the employment discrimination experienced by Americans with a record of disability but no current disability, utilizing the Integrated Mission System of the Equal Employment Opportunity Commission (EEOC). Decisions by the EEOC in favor of charging parties with historical disabilities disproportionately exceeded those in favor of charging parties with current disabilities. This finding suggests that discrimination against persons who have only a record of disability persists in the workplace, and that this additional aspect of the definition of the term 'disability' is viable. [ABSTRACT FROM AUTHOR]

The purpose of this study was to examine how individuals who file charges of harassment differ from individuals who file other types of disability discrimination charges (e.g., hiring, firing, or reasonable accommodation) as well as the unique characteristics of respondents (employers) to these charges. 211,736 allegations (25,411 allegations of harassment vs. 186,325 other types of allegations) were extracted from the Equal Employment Opportunity Commission (EEOC) Integrated Mission System database. Results from the chi-squared automatic interaction detector analysis indicated that women, minorities, and people with behavioral disabilities are more likely to file harassment charges. Employees with disabilities who work in Educational Services or in Public Administration were found to be more likely to file harassment charges than employees who work for other types of business and industry, and companies with 500 or more employees were more likely to have harassment lawsuits. Implications for vocational rehabilitation and demand-side employment research were discussed. [ABSTRACT FROM AUTHOR]

ADA Title I allegations are investigated and closed by the EEOC either with or without merit. Allegations resolved with merit indicate that actual disability employment discrimination took place against the person filing the allegation (the charging party) and those resolved without merit indicate that no discrimination took place. This study examined the drivers or predictors of merit in allegations filed by charging parties with mental illness (e.g., anxiety, depression, bipolar disorder, schizophrenia, and unknown mental illness). Results indicated that the primary driver for ADA Title I allegations is [discrimination] Issue and corroborated the lower merit rate for mental illness allegations (19.83%) as compared to non mental illness allegations (23.39%). Further analysis of the Merit and Non Merit Resolution Types by non parametric tests of proportion between allegations filed by charging parties with mental illness and those filed by charging parties without mental illness also corroborated the lower mental illness allegation merit rate. The lower merit rate for mental illness allegations may indicate that: 1) there is less actual employment discrimination occurring against persons with mental illness; 2) that allegations filed by persons with mental illness are inherently difficult to prove; and/or 3) that the merit rate for mental illness allegations might be higher if they were not potentially under-reported. Implications, conclusions, and directions for future research are provided. [ABSTRACT FROM AUTHOR]