CAREER OPPORTUNITIES FOR

STUDENTS WITH DisABILITIES

SPONSORED BY SHELL

Overview

• Americans with Disabilities Act• Reasonable Accommodation• Flexible Interactive Process• Disclosing a Disability• Creative Job Hunting• Employer Fears• Resources

Americans with Disabilities Act

• Makes it illegal for employers with 15 or more employees to discriminate against qualified individuals who have a disability

• Gives you the right to “reasonable accommodation,” such as interpreters for people who are deaf, readers for people who are blind, modification of a work station, or provision of paid travel assistants for essential travel

The ADA does not…

• Guarantee you a job• Give you a competitive edge• Guarantee that you won’t be

discriminated against• Make the job search easy

Americans with Disabilities Act

• Application Tests – Must be given in a manner that does not require use of your impaired skill, unless the test is designed to measure that skill as an essential component of the job

Inquiries About Your Disability

• According to the ADA, it is not legal for employers to inquire about disabilities unless the applicant has disclosed this information.

• Contact: Southwest ADA Center800-949-4232 or 713-520-0232 v/tty

Medical Tests

• Can only be required after an offer of employment, and must be required of everyone

• If a medical examination reveals a disability, the employer can only withdraw the job offer if it can be shown that you are unable to perform the essential functions of the job with or without reasonable accommodation, or that you pose a significant risk of causing substantial harm to yourself or others.

Qualified Individual

• Meets legitimate skill, experience, education and other job requirements

• Can do the essential job functions with or without reasonable accommodation

Essential Job Functions

• Primary responsibilities or duties the employee must be able to perform

• How are they determined?– Is it a primary responsibility on the job

description?– Does the position exist to perform the

function?– Are other employees available to

perform the function

“Reasonable” Accommodation

• One that meets your needs• Requires negotiation between you and the

employer• “Undue hardship” – Too expensive/difficult• Employers have the right to request

medical documentation of your disability and the need for the accommodation

• Only responsible for “known” disability

“Reasonable” Accommodation

• Once an accommodation has been requested, employers have the responsibility to:– Acknowledge the request and act on it– Identify an appropriate accommodation

that meets the ADA criteria for a reasonable accommodation

– Pay for the accommodation

Flexible Interactive Process

• Request a meeting (orally or in writing)• Discuss disability, limitations, reasonable

accommodation options– Take notes– Write a follow-up letter

Disclosing a Disability

• Focus on your skills and abilities• Describe how you will do the job• Be positive• Avoid using heavy medical terminology• Script and rehearse your disclosure• Don’t go into excessive detail• Know what accommodations you will

need to perform the essential functions of the job

When to Disclose a Disability

• Resumes, Cover Letters, and Applications– Only when the employer will see the disability as a positive– If you want to let the employer decide if it is an issue

• Before the Interview– Only when an accommodation is needed for the interview– To eliminate surprise

• Interview (When visible disability exists)– Even if employer does not bring it up, educate and put

them at ease with your comfort dealing openly with the issue, focus on abilities, eliminate distraction

When to Disclose a Disability

• Interview (Pre-Offer)– If an essential component is impacted by

your disability and you are unsure if an accommodation can be made

– If you have an invisible disability that may require accommodation during the interview

• Interview (Post-Offer)– If you have a disability which affects a job-

related function– To eliminate surprises when you begin work– If you are prone to seizures or have some

other health condition that might require medical assistance

The Truth About Job Hunting

• “Traditional” job searches can work against– People who don’t look good on paper– People who don’t interview well– People who don’t have the required

education or years of experience – People who have employment gaps

Creative Job-Hunting

• Uncover the “hidden” job market– Get leads from people you already know– Contact employers directly– Utilize employment services and job fairs

• Spend additional time per week job seeking

• Actively go out and look for openings• Market yourself through employment

web sites and/or social media

Increase Your Odds of Success:

• Know your skills• Know what kind of work you want to do• Talk to the people who are doing it• Find out how they like the work and how

they found their job• Do some research on organizations that

interest you• Identify the person who actually has the

power to hire you • Use your contacts to get in to see them,

then impress them• Don’t worry about “openings”

Employer Fears

• I don’t exactly understand what this person’s disability is, and I’m afraid to ask.

• Will this person be absent frequently?• Will this person be able to do the job?• What if this person has a medical emergency on

the job?• Will my insurance go up if I hire this person?• How much will accommodations cost me?• What if this person doesn’t work out, I’ll be

accused of firing them because of their disability?

Resources: Job Accommodation Network (JAN)

http://www.jan.wvu.edu/

• Searchable Online Accommodation Resource (SOAR)

• Free telephone counseling service-- within 24 hours they will call you back or e-mail you

• Will assist with applications, pre-employment testing, and other employment-related services

Additional Resources (University Career Services):

• Handouts:– Resume Writing– Interviewing– Job Search– Information Interviewing and Networking

• Workshops:– Resume Writing– Interviewing– Job Search and Networking

• Website:– Campus Recruitment– JOBank and JOBank Archives

• Career Counseling– Resume Critique– Mock Interview– Job Search/Networking Assistance

Additional Resources (Internet):

• Resume Databases– National Business and Disability Council:

(Resume Database): http://www.viscardicenter.org/services/nbdc/ – Department of Assistive & Rehabilitative

Services (DARS) http://www.dars.state.tx.us– Texas Workforce Commission• www.twc.state.tx.us– Equal Opportunity Publications Online

Resume Database• www.eop.com

Contacts at the University of Houston Main Campus

Center for Students with DisABILITIES (CSD)Cheryl Amoruso/DirectorJustin Dart, Jr. Center for Students with DisABILITIESCSD Building, Room 100, University of Houston, Houston, TX 77204-3022Phone: 713-743-5400; Fax: 713-743-5396E-mail: camoruso@uh.edu Website: http://www.uh.edu/csd  

University Career Services (UCS)Helen Godfrey/Associate Director106 Student Service Center 1, University of Houston, Houston, TX 77204-3022Phone: 713-743-5100; 713-743-5111Email: ucs@uh.edu or hgodfrey@uh.edu ; Website: www.uh.edu/ucs