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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