Great source :
JAN on the Web: Job Accomodations Network : http://www.jan.wvu.edu/
is an international toll-free consulting service that provides
information about job accommodations and the employability of people with
disabilities. JAN also provides information regarding the Americans with
Disabilities Act (ADA).
**JAN: SOAR
http://www.jan.wvu.edu/soar/index.html
is a searchable online accommodations resource. They recently added
information on PD. Here are the sections dealing specifically with job
accomodations :
Accommodating People With Parkinson's Disease
Job Accommodation Network
A Service of the
U.S. DOL Office of Disability Employment Policy
Job Accommodation Network
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
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
PARKINSON'S DISEASE
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.
also see:
JAN on the Web - Americans With Disabilities Act Links
http://janweb.icdi.wvu.edu:80/links/adalinks.htm
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