disability program challenges: myth vs. reality job corps leadership equal opportunity workshop...

Disability Program Challenges: Myth vs. RealityJob Corps Leadership Equal Opportunity WorkshopSeptember 28, 2004Atlanta, Georgia

www.jobcorpsdisability.c

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Disability Program Principles

Doing a better job by Ensuring equal access

Fostering an inclusive environment

Providing support with interdisciplinary teams (IDT)

Creating accessible learning opportunities

Promoting independence


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True or False?

Accommodations water down Job Corps courses or program requirements

Accommodations are special treatment and give a student with a disability an unfair advantage over another student

In 2002 average accommodation cost per Job Corps student was $250

Accommodations allow for unsafe youth to be in Job Corps

It is easier to accept all applicants than to implement disability accommodation process


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True or False?

In order for the disability accommodation process to be fully implemented, the regional office, contractors, outreach and admissions, and center directors must understand and support the process

There are youth with severe depression or youth with a history of drugs and alcoholism who are judged not on the basis of their abilities, but rather upon stereotypes and fears that center staff may associate with their conditions

Accommodation philosophy–Say NO when we can and YES only when we have to


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Challenges of Disability Program

Applicants which may cause concernDrug and alcohol abuse historyLow IQ – Mental retardationLearning disabilities

• Learning difficulty vs. learning disabilityChronic psychiatric history

• Multiple hospitalizations• Recent hospital discharge• History of suicide attempts• Non-compliance with medication


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Focus Areas

Case management focus Staff involvement Psychotropic medication Other issues


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Recommendations for Denial and Separations

Reasonable accommodation (PRH) Denials only for

Undue hardship Fundamental alteration

Center must take any action that would not result in hardship or alteration but would permit applicant to participate in program

Cannot deny admission solely on need to provide reasonable accommodation

Disability (PRH) Cannot be denied for safety reasons unless his/her disability is

determined to pose a “direct threat” to the health or safety of others or the student MUST INCLUDE CURRENT ASSESSMENT OF STABILITY, SAFETY,

AND/OR RISK NO DENIALS BASED SOLELY ON DIAGNOSIS, HISTORY, FEELINGS,

BELIEFS, OR STEREOTYPES


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Scenarios

Two types of scenariosAdmission Separation

Questions to consider Would you recommend acceptance or denial for

this applicant? Why? What types of accommodations might be helpful for

this applicant or could have been explored?Are there any possible civil rights issues?


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Scenario

Brittany Spears, age 19, is requesting admission to Job Corps, she provides the following information to the admissions counselor (AC):

History of depression, currently in treatment with a community psychologist Hospitalized 3 months ago for suicidal behavior Letter from the psychologist stating that she is stable to join Job Corps, but

needs to continue medications and therapy Not requesting any accommodations Applicant is assigned to a center

Center Process: The center IDT received the applicant’s file and due to the mental health history

the CMHC reviewed the file. The CMHC recommended a denial due to the recent hospitalization and the need for continued therapy

The file was forwarded to the Regional OfficeRegional Process: RMHC reviewed the file and indicated that admission should be delayed until

therapy could be completed Applicant’s admission to Job Corps was disapproved until treatment could be

completed Notification given to applicant by AC


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Scenario

Michael Jackson, age 20, is requesting admission to Job Corps,he provides the following information to the AC:

Diagnosed with schizophrenia and over the past year has been stable and able to manage his own medications

Recent evaluation from therapist to support entry to Job Corps. Evaluation indicates that Michael will need to remain on medication, consider low stress trade, and have access to mental health support

Michael was an A/B student in high school and actually took some advanced courses

Applicant is assigned to a centerCenter Process: The center IDT received the applicant’s file and due to the mental health history

arranged for the applicant to meet CMHC for a face to face interview CMHCs evaluation indicated that while the applicant was not actively psychotic, he

did not feel the applicant could function in Job Corps due to his severe diagnosis, the negative symptoms associated with the diagnosis (flat affect and mood), and the risk for future decompensation

The file was forwarded to the Regional OfficeRegional Process: What happens now—accept or deny?


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Scenario

Jane Mars, age 28, is requesting an age waiver to participate in a Job Corps program in Kentucky stating that she has a disability. Jane is a resident of Maryland. The age waiver was granted conditionally in CIS by the regional office.

Jane provides the following information to the AC: Methadone maintenance for prior drug use Physician letter stating that she is progressing and her

methadone dosage has decreased during the past year Requesting clerical trade Applicant's mother will obtain the methadone from the

physician and mail it to the center each month


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Scenario

Jennifer Lopez, age 20, arrived on center with a file that indicated she had no health problems. After arrival Jennifer told the wellness staff that she had a state certificate that allowed her to use medical marijuana. She used the marijuana on weekends to eliminate the nausea caused by a psychotropic medication she took daily.

What are the next steps for the center?


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Scenario

Student John Travolta has been on the center doing well for 9 months

Previous diagnosis of organic brain disorder (which may lead to outbursts)

Began having mild seizures and was taken out of his trade until seizures could be controlled, he was not happy, felt staff were taking too long to get him back into trade, became belligerent with staff and in meeting with center director became verbally aggressive and knocked over a chair.

Due to previous psychiatric history referred to the CMHC for evaluation, diagnosed as “intermittent explosive disorder”, medical separation recommended

Sued Job Corps for wrongful separation due to disability


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Scenario

George Bush, age 56, requested an age waiver, due to a disability, to participate in Job Corps, the waiver was conditionally granted by the regional office

Stated that his disability was based on an injury and provided medical documentation that was two years old and a statement indicating social security disability payment

Center Process: Disability coordinator requested that the applicant provide current

information regarding his disability During the telephone contact the applicant stated a wish to live on the

center in a trailer and was informed that this was not possible The applicant sent a medical statement from a physician that did not

indicate any evidence of disability A social security statement listed the disability status as being temporary

three years ago The applicant provided no further updated information


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Remember the Principles

Doing a better job by Ensuring equal access

Fostering an inclusive environment

Providing support with interdisciplinary teams (IDT)

Creating accessible learning opportunities

Promoting independence


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10 Steps for Senior Staff To Promote Inclusivity

1. Get to know the applicant

2. Team work—pre-entry IDT meetings

3. Training

4. Outside resources

5. Accommodation plans

6. Follow up

7. Diversity and sensitivity training

8. Team work—monthly IDT meetings

9. Transition

10. Review


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Technical Resources

Job Corps Disability WebsiteCenter Disability Program ModelVideo: Team Approach to Accommodating

Students with Disabilities in Job CorpsPromising PracticesTraining materials on various topicsLinks to outside resources


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Staff Resources

Regional Health Consultants Humanitas, Michelle Day

[email protected] or 301-608-3290 ext 205 National Office, Barbara Grove

[email protected] or 202-693-3116

disability program challenges: myth vs. reality job corps leadership equal opportunity workshop...

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