At 07:00 AM 7/27/2001 -0400, you wrote:

When I was still working for the Oregon Department of Revenue. One idf the
accomodations that was very helful to me was the installation of Dragon,
Naturely Speaking Professional Vession 5. It took some wouk for the program
to learn my speach patterns. But it really worked well

David Moreland

>This is a great website for information on job accommodations and they
>have a section specificallly on Parkinson's . FROM the
>Job Accommodation Network,
>U.S. DOL Office of Disability Employment Policy
>Headquartered at: West Virginia University ,PO Box 6080,
>    Morgantown, WV 26506-6080
>800-526-7234 in the US (Voice or TTY)
>Internet: http://www.jan.wvu.edu
>
>SEE:
>http://www.jan.wvu.edu/media/PD.html
>Accommodating People With Parkinson's Disease
>
>This site presents possible job accommodations for PWP, not actual cases.
> It is written from the perspective of the employer. What do you all
>think about it?
>Has anyone actually been allowed such accommodations at their job?
>
>                                PREFACE
>
>      ACCOMMODATING PEOPLE WITH PARKINSON'S DISEASE
>
>     According to the National Parkinson's Foundation it is estimated
>that there
>     are up to 1.5 million Americans affected by Parkinson's Disease
>(PD),
>     more persons than those suffering from Multiple Sclerosis and
>Muscular
>     Dystrophy combined. Although 15% of PD patients are diagnosed before
>     age 50, PD is generally considered a disease that targets older
>adults.
>     Parkinson's disease affects one of every 100 persons over the age of
>60.
>
>     Today, many people with PD are living and working with PD. As a
>result,
>     employers are seeing an increase in individuals with PD among their
>     employees. This, coupled with the requirements of the Americans with
>     Disabilities Act (ADA), shows why knowing about workplace
>     accommodations for people with PD is important.
>
>     When considering accommodations for people with PD, the
>     accommodation process must be conducted on a case-by-case basis.
>     Symptoms caused by PD vary so when determining effective
>     accommodations the person’s individual abilities and limitations
>should be
>     considered and problematic job tasks must be identified. Therefore,
>the
>     person with PD should be involved in the accommodation process.
>
>     Not all people with PD will need accommodations to perform their
>jobs
>     and many others may need only a few accommodations. For those who
>     need accommodation, the following pages provide basic information
>     about common limitations, symptoms, useful questions to consider,
>and
>     accommodation possibilities. The following is only a sample of
>     possibilities to consider; numerous other solutions and
>considerations
>     may exist.
>
>     Also included in this publication is a list of resources for
>additional
>     information.
>
>     This publication was written by Linda C. Batiste, MS, and Beth A.
>Loy, MS,
>     Human Factors Consultants with the Job Accommodation Network. If
>     further information is needed, please call JAN at 1-800-526-7234.
>
>     1/01
>
>           QUESTIONS TO CONSIDER WHEN DETERMINING
>                          ACCOMMODATIONS
>
>     What symptoms or limitations is the individual with PD experiencing?
>
>
>         How do these symptoms or limitations affect the person and the
>person’s
>     job performance?
>
>     What specific job tasks are problematic as a result of these
>symptoms
>     and limitations?
>
>     What accommodations are available to reduce or eliminate these
>     problems? Are all possible resources being used to determine
>possible
>     accommodations?
>
>     Has the employee with PD been consulted regarding possible
>     accommodations?
>
>     Once accommodations are in place, would it be useful to meet with
>the
>     person with PD to evaluate the effectiveness of the accommodations
>and
>     to determine whether additional accommodations are needed?
>
>        Do supervisory personnel and employees need training regarding
>PD,
>     other disability areas, or the Americans with Disabilities Act?
>
>         ACCOMMODATION CONSIDERATIONS FOR PEOPLE WITH
>                          PARKINSON'S DISEASE
>
>     (Note: People with PD will develop some of these
>limitations/symptoms,
>     but seldom develop all of them. Limitations will vary among
>individuals.
>     Also note that not all people who have PD will need accommodations
>to
>     perform their jobs and many others may need only a few
>accommodations.
>     The following is only a sample of the possibilities available.
>Numerous
>     other accommodation solutions exist as well.)
>
>     Fine Motor:
>
>          Implement ergonomic workstation design
>          Provide arm supports
>          Provide alternative computer access and keyguard
>          Provide alternative telephone access
>          Provide writing and grip aids
>          Provide a page turner and a book holder
>          Provide a note taker
>
>     Gross Motor:
>
>          Reduce walking or provide a scooter or other mobility aid
>          Provide parking close to the work-site
>          Provide an accessible entrance
>          Install automatic door openers
>          Provide an accessible route of travel to other work areas used
>by the
>          employee
>          Move workstation close to other work areas, office equipment,
>and break
>          rooms
>
>     Fatigue/Weakness:
>
>          Reduce or eliminate physical exertion and workplace stress
>          Schedule periodic rest breaks away from the workstation
>          Allow a flexible work schedule and flexible use of leave time
>          Allow work from home
>          Make sure materials and equipment are within reach range
>
>     Speech:
>
>          Provide speech amplification, speech enhancement, or other
>          communication device
>          Use written communication, such as email or fax
>          Transfer to a position that does not require a lot of
>communication
>          Allow periodic rest breaks
>
>     Medical Treatment Allowances:
>
>          Provide flexible schedules
>          Provide flexible leave
>          Allow a self-paced workload with flexible hours
>          Allow employee to work from home
>          Provide part-time work schedules
>
>     Depression and Anxiety:
>
>          Reduce distractions in work environment
>          Provide to-do lists and written instructions
>          Remind employee of important deadlines and meetings
>          Allow time off for counseling
>          Provide clear expectations of responsibilities and consequences
>
>          Provide sensitivity training to co-workers
>          Allow breaks to use stress management techniques
>          Develop strategies to deal with work problems before they arise
>
>          Allow telephone calls during work hours to doctors and others
>for support
>          Provide information on counseling and employee assistance
>programs
>
>     Cognitive Impairment:
>
>          Provide written job instructions when possible
>          Prioritize job assignments
>          Allow flexible work hours
>          Allow periodic rest breaks to reorient
>          Provide memory aids, such as schedulers or organizers
>          Minimize distractions
>          Allow a self-paced workload
>          Reduce job stress
>          Provide more structure
>
>     Activities of Daily Living:
>
>          Allow use of a personal attendant at work
>          Allow use of a service animal at work
>          Make sure the facility is accessible
>          Move workstation closer to the restroom
>          Allow longer breaks
>          Refer to appropriate community services
>
>
>                                  PRODUCTS
>
>     There may be products available to accommodate an employee with PD.
>For
>     information on specific products and vendors contact JAN.
>
>        EXAMPLE ACCOMMODATIONS FOR PEOPLE WITH PARKINSON'S
>                                   DISEASE
>
>     A secretary with PD and hand tremors was having difficulty using a
>keyboard,
>     writing, manipulating manuals, and filing. She was accommodated with
>a
>     keyguard, typing aid, page turner, and open files.
>
>     A supervisor with PD was having difficulty managing fatigue. The
>employer
>     provided a private rest area with a cot so the individual could take
>breaks
>     throughout the day.
>
>     A file clerk was having difficulty meeting the physical demands of
>the job,
>     including walking between work areas, standing at filing cabinets,
>and carrying
>     files. The individual was accommodated with a power scooter with a
>basket and
>     a stand/lean stool.
>
>     A technician with PD was having difficulty concentrating. The
>employee's
>     supervisor provided written job instructions when possible and
>allowed the
>     individual to have periodic rest breaks. In addition, she was moved
>to a corner
>     cubical where distractions were minimized with strategically placed
>baffles.
>
>     A customer service representative with PD was having difficulty
>manipulating his mouse, writing, standing to greet people, and
>communicating effectively. He was  accommodated with a trackball, writing
>aid, stool with lift cushion, and speech  amplification.
>
>     A technical consultant was having difficulty using the computer in
>the afternoons  due to fatigue. He was accommodated with speech
>recognition and an
>     ergonomic workstation.
>
>     An office assistant with tremors and fatigue was having difficulty
>typing the
>     number of words per minute required by her employer. The individual
>     rearranged her workstation to reduce distractions and her employer
>offered
>     flexible scheduling. Her word processing software was programmed
>with
>     macros to reduce keystrokes and she was given speech recognition
>software.
>
>     A consultant with PD was having difficulty getting to work on time.
>He was
>     accommodated with flexible scheduling so he could use public
>transportation.
>
>     A teacher with PD was having difficulty standing in front of the
>classroom to write on the board. The individual was accommodated with a
>scooter and a laptop
>     and PC projector. She was then able to remain seated while using the
>computer and projector to display information to the class.
>
>     An engineer was having difficulty concentrating and communicating.
>The
>     individual was accommodated with a quiet office free from
>distractions. In
>     addition, her supervisor implemented a policy of scheduled
>interruptions with
>     written reminders and assignments. The individual was also provided
>with a
>     communication device.
>
>                                 RESOURCES
>                            (This is a non-inclusive list)
>
>     Job Accommodation Network (JAN)
>     A Service of the U.S. DOL Office of Disability Employment Policy
>     West Virginia University
>     P.O. Box 6080
>     Morgantown, WV 26506-6080
>     800-526-7234 (Voice & TTY)
>     800-ADA-WORK (Voice & TTY)
>     http://www.jan.wvu.edu
>
>     Office of Disability Employment Policy
>     1331 F Street, NW
>     Washington DC 20004-1107
>     202-376-6200/202-376-6205 (TTY)
>     http://www.dol.gov/dol/odep/
>
>     American Parkinson Disease Association, Inc.
>     1250 Hylan Boulevard, Suite 4B
>     Staten Island, NY 10305
>     800-223-2732/718-981-8001
>     http://www.apdaparkinson.com
>
>     The American Parkinson Disease Association provides information on
>local
>     resources, publications, videos, and referrals.
>
>     Center for Disease Control and Prevention (CDC)
>     1600 Clifton Rd.
>     Atlanta, GA 3033
>     404-639-3534
>     http://www.cdc.gov
>
>     The CDC promotes health and quality of life by preventing and
>controlling
>     disease, injury, and disability.
>
>     Michael J. Fox Foundation for Parkinson's Research
>     PO Box 2010
>     Grand Rapids, MN 55745-2010
>     800-850-4726/212-604-9182
>     http://www.michaeljfox.org
>
>     The Michael J. Fox Foundation for Parkinson's Research was born out
>of
>     Michael's determination to raise the significant new monies required
>to fund the
>     Parkinson's cure and the Parkinson's Action Network's (PAN) track
>record of
>     accomplishment in raising national awareness of Parkinson's disease.
>
>
>     National Parkinson's Foundation (NPF)
>     Bob Hope Parkinson Research Center
>     1501 N.W. 9th Avenue Bob Hope Road
>     Miami, Florida 33136-1494
>     800-327-4545/305-547-6666
>     http://www.parkinson.org
>
>     The mission of NPF is to: find the cause and cure for Parkinson's
>Disease and
>     related neurodegenerative disorders through research; educate
>general medical
>     practitioners to detect the early warning signs of Parkinson's
>disease; educate
>     patients, their caregivers, and the general public; provide
>diagnostic and
>     therapeutic services; and improve the quality of life for both
>patients and their
>     caregivers.
>
>     Parkinson's Disease Foundation, Inc. (PDF)
>     710 West 168th Street
>     New York, NY 10032-9982
>     800-457-6676/212-923-4700
>     http://www.pdf.org
>
>     The Parkinson's Disease Foundation, Inc. is a national, non-profit
>organization,
>     chartered in the state of New York with offices in New York City and
>Chicago.
>     The PDF is dedicated to supporting and promoting the highest-quality
>research
>     worldwide into the cause(s) and cure of Parkinson's disease, and for
>better
>     symptomatic treatments.
>
>     Parkinson's Foundation of Canada
>     4211 Yonge Street, Suite 316
>     Toronto, Ontario, Canada M2P 2A9
>     800-565-3000/416-227-9700
>     http://www.parkinson.ca
>
>     The Parkinson Foundation of Canada is a not for profit, national
>charitable
>     organization. The Foundation raises money through endowment funds,
>     corporate sponsorships, and public donations. Finding the cause and
>cure for
>     Parkinson's disease remains its chief mission.
>
>     The Parkinson's Institute
>     1170 Morse Avenue
>     Sunnyvale, CA 94089-1605
>     800-786-2958/408-734-2800
>     http://www.parkinsonsinstitute.org
>
>     The Institute is an independent, not-for-profit organization
>conducting patient
>     care and research activities in the neurological specialty area of
>movement
>     disorders. The mission is to find the cause and cure for these
>disorders, to
>     provide the best available medical care to patients with movement
>disorders, to
>     investigate better treatment and diagnostic tools, and to develop
>prevention
>     strategies.
>
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>
>
Yours and His
David L Moreland

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