Since passage of the Americans with Disabilities Act (ADA) seven years ago this past summer, thousands of American companies have discovered the competitive advantage of hiring Americans with disabilities. While numerous studies have shown that hiring individuals with disabilities makes good business sense, facts reveal they also represent a largely untapped consumer market. The 49 million Americans with disabilities currently control income twice as much as the teen market, which is heavily courted by many companies. Yet, except for products geared specifically to disability-related needs, the disability community has been largely ignored as a consumer market. Savvy companies have found that persons with disabilities represent a loyal and lucrative market, eager to purchase quality products and services. According to a recent General Accounting Office report, implementing the access provisions of the ADA has increased revenues in the hotel and hospitality industry by 12 percent.
How can other industries enjoy similar success with the disability market? Businesses must make sure that their products and services are accessible and/or usable by persons with different types of disabilities. They should include persons with disabilities in promotional and advertising strategies, and involve individuals with a variety of disabilities in product development and marketing teams. Furthermore, smart businesses will hire and promote employees with disabilities - a practice that sends a clear message to customers with disabilities that they are valued and welcomed. Companies Discovering Lucrative New Market by Tony Coelho, Chairman, President's Committee on Employment of People with Disabilities
The U.S. Court of Appeals for the District of Columbia held in Swanks v. Washington Metropolitan Area Transit Authority (WMATA) that a successful application for Social Security disability benefits does not automatically prevent an individual from succeeding in an ADA employment discrimination suit. After WMATA allegedly refused a request for reasonable accommodation and discharged the plaintiff from his job as a special transit police officer, he applied for Social Security disability benefits. The Social Security Administration concluded that his congenital abnormality of the spine and associated urinary incontinence left him unable to work within the meaning of the Social Security Act and awarded him disability benefits. The plaintiff then filed a Title I ADA suit alleging that WMATA failed to make a reasonable accommodation for his disability - 10-minute exercise periods each hour that would enable him to maintain better control of his bladder. The district court ruled that plaintiff's receipt of Social Security disability benefits is an admission that he is physically unable to work and thus bars any claim under the ADA asserting that he is qualified for the job. The Court of Appeals, however, agreed with the Department's amicus brief that, because Social Security does not consider reasonable accommodation in determining whether an individual is able to work, a finding by Social Security that an individual is unable to work should not automatically bar an ADA claim.
The U.S. Court of Appeals for the Second Circuit ruled in Innovative Health Systems, Inc. (IHS) v. City of White Plains that Title II covers all the activities of state and local government, including zoning practices.
The U.S. Attorney for the Southern District of New York filed an amicus brief supporting plaintiffs' efforts to obtain a preliminary injunction stopping White Plains, New York, from preventing the operation of an alcohol and drug dependency treatment program in its downtown area.
The Court also ruled that Innovative Health Systems, Inc., as an organization, has standing to challenge the City's action under Title II, and that IHS was entitled to a preliminary injunction.
As urged in the Department's amicus brief, the U.S. Court of Appeals for the District of Columbia Circuit ruled in Paralyzed Veterans of America v. D.C. Arena (MCI Center) that accessible wheelchair seating in the new MCI Center for basketball and hockey in Washington, D.C., must provide lines of sight over standing spectators.
The Court deferred to the Department's interpretation of the ADA regulations that require wheelchair seating in assembly areas to provide lines of sight that are "comparable" to those of other spectators. As provided in the Department's Title III Technical Assistance Manual, in facilities where spectators can be expected to stand during the event, a comparable line of sight means a line of sight over spectators standing in front of a wheelchair user.
The court, however, did not agree with the Department's argument that "all or substantially all" of the accessible seating locations must have a line of sight over standing spectators. Instead, it affirmed the district court's finding that the defendant's latest plan to provide sight lines over standing spectators in 75 to 88 percent of the wheelchair locations, depending on the seating configuration for a particular event, represented substantial compliance with the line-of-sight requirement.
In the United States v. Ellerbe Becket, Inc., the Department of Justice is alleging that this architectural firm has engaged in a pattern or practice of designing new sports arenas and stadiums across the country that fail to comply with Title III of the ADA. Specifically, the DOJ is alleging that Ellerbe has repeatedly designed arenas and stadiums with wheelchair seating locations that do not provide wheelchair users with lines of sight to the floor or field that are comparable to those of other spectators when the audience stands during the event.
The defendants asked for summary judgment, arguing that architects are excluded from liability under title III of the ADA. The District Court for the District of Columbia dismissed Ellerbe from a similar lawsuit on the grounds that architects are not subject to liability under the ADA. (Paralyzed Veterans of Am. v. Ellerbe Becket Architects & Engineers) The DOJ argued its interpretation that the use of the word "design" in the ADA indicates Congress' intention to subject those who design buildings to liability.
The court denied the motion to dismiss the complaint, finding the government's interpretation more persuasive.
The U.S. District Court for the District of Colorado issued a decision in United States v. City and County of Denver granting plaintiff, Jack Davoll, full back pay with interest in the amount of $149,858.75 and front pay of $76,793.66. Davoll is a former Denver police officer who sought reassignment after he suffered injuries in the line of duty to his back, neck, and shoulder and could no longer perform the essential functions of a police officer.
The Department earlier won a jury award on his behalf of $300,000 in damages for pain and suffering because of Denver's refusal to reassign him to a vacant job that he was qualified to perform - such as criminal investigator or probation officer. Paul Escobedo was granted $250,000 in back pay and $59,626.03 in front pay and Deborah Clair received $250,000 in back pay and $66,551.37 in front pay. The Department is continuing its efforts to identify all individuals who are entitled to relief.
The U.S. Attorney for the Western District of Wisconsin filed separate lawsuits against three child care centers (Kiddie Ranch Day Care and Learning Center; Happy Time Daycare and Learning Center, and ABC Nursery, Inc.) alleging that they refused to admit a four-year old child to their programs because the child is HIV-positive.
The lawsuits seek orders requiring the three day care centers to cease any discriminatory practices and to comply with title III.
The Department settled by consent decree a suit alleging that the Louisiana Department of Public Safety and Corrections violated Title I by failing to provide a reasonable accommodation to Edward Smith, a former corrections sergeant in the Department of Corrections who sought to be rehired.
Mr. Smith lost his sight in one eye after being assaulted by an inmate. When he asked to be rehired, he requested as a reasonable accommodation to be allowed to wear protective head gear to guard against the possibility of a second assault that could leave him blind. Louisiana refused. Under the consent decree Louisiana was required to pay $47,000.00 in damages to Mr. Smith.
Outagamie County, Wisconsin--The Department entered a settlement agreement with Outagamie County, Wisconsin, resolving a complaint involving barriers to access at Outagamie County's Justice Center, a five-story building that includes nine courtrooms, a 500-bed detention center, the sheriff's department, the district attorney's office and numerous county services such as the probate office.
The county agreed to renovate the courtrooms to provide wheelchair seating for observers; provide permanent assistive listening systems for the courtrooms; provide accessible restrooms throughout the building; install equipment to reduce the door opening force on the public entrance and exit doors; and provide accessible jail cells, including grab bars in the shower facilities.
The settlement agreement also requires the county to complete a self-evaluation report within 120 days, complete all renovations by the end of the calendar year, appoint ADA coordinators to assist people with disabilities having questions or problems, post a notice in the building that describes the county's efforts to comply with the ADA and identifies the ADA coordinators, ensure that the ADA coordinators will view an educational video on title II, and distribute materials describing the county's obligations under title II to all county employees working in the Justice Center.
The Department entered a settlement agreement with the Wood County, Ohio, Justice Center, resolving an ADA complaint filed by a deaf inmate.
The inmate complained that the Justice Center had failed to comply with the ADA by failing to communicate effectively with him about jail policies and events, and by disciplining him for missing a head count about which they had not informed him. He also complained that he was excluded from jail programs, activities, and services - such as classes, visitation, and the use of telephones - because of a lack of auxiliary aids.
Under the agreement, the sheriff's department agreed to provide interpreter services where necessary for effective communication and made arrangements with an agency to provide interpreters when needed. It purchased a TDD so that a deaf or hard of hearing inmate, or an inmate with a family member who is deaf or hard of hearing, can use the telephones and visiting facilities.
Inmates who are deaf or hard of hearing will be individually notified of all building events and emergencies, including meals, recreation, and head counts. The Sheriff's Department also named an officer to be ADA coordinator and established an ADA request and grievance procedure.
The Department entered a nationwide settlement agreement with Budget to resolve a number of title III complaints involving its corporate-owned rental locations. Budget agreed to pay a total of $6,000 in damages to three persons who were not allowed to board an airport shuttle bus because they were accompanied by service animals and to reaffirm a policy not to separate persons from their service animals.
Budget also agreed to reaffirm a policy that persons who are unable to drive due to disabilities (such as those with visual impairments or seizure disorders) will be allowed to maintain primary financial responsibility for vehicle rentals when accompanied by licensed drivers. When implementing both of these policies, Budget will not inquire into the nature or severity of the renter's disability or ask for identification or certification of the service animals.
Budget also agreed to include these policies in its employee education program and to send an announcement of the policies to all licensees, who are urged to adopt the policies as their own.
Pavey's Grocery store of Rushville, Indiana, entered into a settlement agreement with the U.S. Attorney for the Southern District of Indiana to resolve a complaint alleging that the store was not accessible to patrons with mobility impairments. The complaint alleged that the ramp at the store's main entrance was too steep, and that the door did not open easily. The settlement agreement requires the store to modify the ramp, fix the door, and ensure that the future planned remodeling fully complies with the ADA.
La Petite Academy, Inc., which operates more than 750 day care centers nationwide, will change its policies in line with an agreement which requires that daycare staff administer epinephrine, a form of adrenaline, to those children who experience life-threatening allergic reactions to certain foods, such as peanuts, or bee stings. If authorized by parents and a physician, La Petite staff will use a small pen-like device that carries a pre-measured dose of epinephrine to alleviate a reaction. The staff person simply removes a safety cap and presses the pen against the thigh of the child, discharging the epinephrine. Under the policies announced today, La Petite is not liable for the care of children with diabetes or severe allergies as long as it takes reasonable care when following written orders from a child's physician and parents. Parents will be required to provide any special equipment and sign an authorization form every six months. Source: U.S. Department of Justice
North Shore University Hospital and Southside Hospital were ordered by a New York jury to each pay Susan Lamonica, a 74-year-old deaf woman, $125,000 in compensatory damages for failure to provide her with sign language interpreter services. Lamonica underwent a double bypass surgery in 1994 and was a patient at both of the facilities during this time. Having spent nearly 18 months in and out of the hospitals, Lamonica had repeatedly asked for sign language interpreter service, but none was provided until the day she was discharged. One of the surgeons was reported to have called Lamonica's niece to request a family member to come to the hospital to explain to her that she would be undergoing open-heart surgery. The hospital felt that effective communication was taking place because Lamonica did some lip reading and the family served as interpreters at times. Lamonica's attorney was originally asking for each hospital to pay $1 million in punitive damages. Under Title III of the ADA private plaintiffs can't receive damages, so the monetary claims in this case were sought under the Rehabilitation Act and the New York State Human Rights Law. Southside Hospital claimed that she never asked for an interpreter and never perceived a problem with communication. They disagree with the verdict and are considering an appeal.
Source: LRP Disability Compliance Bulletin, Vol. 10, Issue 6 - 10/11/97
The 4th U.S. Circuit Court of Appeals ruled that a plaintiff who has HIV, but does not have symptoms of AIDS, does not meet the ADA's definition of disability. This definition states that an impairment must substantially limit one or more major life activities to be considered a disability under the meaning of the ADA. Being regarded as having a history of such an impairment is also covered.
William Runnebaum was fired from NationsBank of Maryland. The court ruled that he failed to show that asymptomatic HIV creates an impairment that limits a major life activity. Judge Karen J. Williams compared asymptomatic HIV to genetic disorders that predispose a person to develop Alzheimer's disease or muscular dystrophy.
This decision conflicts with the 1st Circuit Court of Appeals' ruling in Abbott v. Bragdon, which found that HIV could be a protected disability because it significantly limits the ability to procreate without endangering offspring.
The 4th Circuit rejected the idea that procreation or intimate sexual activity were major life activities. The opinion stated that nothing "inherent in the virus" prevents engagement in either of these activities. The judges split 7-5 in this case.
Source: LRP Disability Compliance Bulletin Vol. 10, Issue 5 - 8/28/97
J.C. Penney received the 1997 Corporate Citizenship Award from the National Organization on Disability (N.O.D.) at the Merrill Lynch World Headquarters in New York City. Christopher Reeve, Vice Chairman of the National Organization on Disability, praised J. C. Penney at the ceremony.
In presenting the award, Alan A. Reich, President of N.O.D., recognized J. C. Penney for its commitment to people with disabilities. He noted that J. C. Penney stores nationwide not only meet the requirements of the Americans with Disabilities Act, but in many cases exceed them. The company actively recruits and hires people with disabilities at all levels. J. C. Penney provides ongoing training for its employees to ensure that customers with disabilities receive the accommodation and assistance they need.
The company publishes a special needs catalogue and features people with disabilities in national advertising campaigns. Moreover, the company encourages all employees to volunteer.
Mr. James Oesterreicher, Chairman and CEO of J. C. Penney, received the award on behalf of the company. "J. C. Penney is very proud to be associated with N.O.D. and to do what we can, as a company, to promote their mission," said Mr. Oesterreicher.
"My N.O.D. colleagues and I are grateful for the support and commitment of corporate America that is enabling so many people with disabilities to lead full and productive lives. We are proud that J. C. Penney is setting the pace for our N.O.D. CEO Council of over 200 companies and for the nation's entire corporate community," said Mr. Reeve.
"J. C. Penney has recognized that people with disabilities - our nation's largest minority - are potential customers and employees. As a company, J. C. Penney has benefited from this healthy attitude and is a model for other companies," stated Michael R. Deland, Chairman of the N.O.D.
Former President George Bush, who is N.O.D. Honorary Chairman, wrote to Mr. Oesterreicher congratulating J. C. Penney on winning this N.O.D. award. In his letter, read at the ceremony, he stated, "It is essential that our nation's top business leaders signal their personal concern for opening opportunities for employees and customers with disabilities."
Source: National Organization on Disability
On Wednesday, September 10, 1997, President Clinton and Vice President Gore met with national leaders from the disability community in the Cabinet Room at the White House to discuss issues important to people with disabilities.
The discussion focused on the enforcement of the Americans with Disabilities Act (ADA), employment of people with disabilities, Supplemental Security Income (SSI) eligibility for children, personal assistant services, the Individuals with Disabilities Education Act (IDEA), and telecommunication issues.
During the meeting, President Clinton restated his commitment to ensuring equal access to the American dream for every person by integrating disability issues into all policies and programs during his Administration. The President said he would again ask Congress for a significant increase in ADA enforcement funding in his FY 1999 budget and urged the community to make it a priority for Congress.
On the subject of SSI eligibility, President Clinton said he was instructing the Social Security Administration to submit a report to him on the SSI reevaluation process within thirty days.
The President and HCFA Administrator Bruce Vladeck discussed the Administration's establishment of a task force at HHS on personal assistant services, a plan to conduct demonstration projects in targeted areas, and commitment to study states with successful programs.
Additionally, President Clinton noted that funding for IDEA has increased by 36% during his Administration and reiterated his commitment to special education funding. The two-hour meeting resulted in a lively and productive session and both the President and Vice President look forward to hearing more from this important community.
EEOC Chairman Announces Resignation
In a letter to the White House, U.S. Equal Employment Opportunity Commission Chairman Gilbert F. Casellas informed President Clinton that he would resign from the agency effective at the end of this year. Chairman Casellas will be leaving the Administration after more than four years of service, the first as General Counsel of the Air Force and the last three as EEOC Chairman.
ADA Fax on Demand
The Department of Justice ADA Information Line's Fax Delivery Service allows the public to obtain free ADA information by fax 24 hours a day, seven days a week. By entering the appropriate document code number, callers can select from among 21 different ADA technical assistance publications and receive the information, usually within minutes, directly on their fax machines or computer fax/modems. A list of available documents and their code numbers may be ordered through the ADA Information Line at 800-514-0301.
Observing the International Day of Disabled Persons
The United Nations General Assembly proclaimed, in resolution 47/93 of 14 October 1992 that December 3 be observed every year as the International Day of Disabled Persons. The Day was initially proclaimed to commemorate the anniversary of the General Assembly's adoption of the World Programme of Action concerning Disabled Persons to promote understanding about disability issues and to increase awareness of gains to be derived from the integration of disabled persons in every aspect of social and economic life. Observance of the Day should also include monitoring the implementation of recommendations agreed upon by the disabled community and others concerned.
Listing of Disability Attorneys
The American Bar Association's Commission of Mental and Physical Disability Law is developing a comprehensive listing of attorneys who have a disability and/or who practice disability law. If you are interested in being included in their listing, contact them at 202-662-1570 V or 202-662-1012 TTY or e-mail at cmpdl@abanet.org. You may also write them at the ADA Commission on Mental and Physical Disability Law, 740 15th Street NW, Washington D.C. 20005.
Tax Changes
The Work Opportunity Tax Credit has been changed for 1998. Under the new tax law, a company's tax liability for eligible persons is reduced. Eligible persons include those who have received SSI up to 2 months prior to being hired.
After October 1, 1997 companies can claim 25% of the first $6,000 of
pay after 120 hours of work ($1,500 after 3 weeks of work), than at 400
hour, the credit jumps to 35%.
National Association of Attorneys General and EEOC Strengthen Ties
The National Association of Attorneys General (NAAG) and the Equal Employment Opportunity Commission (EEOC) announced today that they have entered into a Memorandum of Understanding (MOU) to enhance federal-state communication, cooperation and coordination in the enforcement of the civil rights laws prohibiting discrimination in employment.
According to EEOC Chairman Gilbert F. Casellas, "This agreement recognizes the importance of the partnership between the federal and state governments in the enforcement of the civil rights laws. We look forward to working closely with the state Attorneys General in this important endeavor."
"State Attorneys General are committed to working with the EEOC to ensure that our civil rights laws are vigorously enforced," Wisconsin Attorney General and NAAG President James E. Doyle said. "We will continue to fight to make sure that employment discrimination is not tolerated."
Under the terms of the MOU, EEOC and the state Attorneys Generals will implement designated mechanisms for communication and coordination on developing issues and cases. EEOC and the NAAG have also agreed to develop joint enforcement initiatives.
As part of the MOU, representatives of state Attorneys General and the EEOC will keep each other updated on issues of joint concern, and meet annually to, as appropriate: discuss national, regional, state employment discrimination issues; share investigative techniques; identify and initiate joint litigation and policy enforcement efforts; and bring important judicial decisions and emerging issues to the attention of each other, among other purposes.
EEOC enforces Title VII of the Civil Rights Act of 1964, which prohibits employment discrimination based on race, color, religion, sex, and national origin; the Age Discrimination in Employment Act; the Equal Pay Act; the Americans with Disabilities
Act, which prohibits discrimination against people with disabilities in the private sector and state and local governments; the Rehabilitation Act's prohibitions against disability discrimination in the federal government; and sections of the Civil Rights Act of 1991.
NAAG is the membership organization of the Attorneys General of the 50 states, as well as the chief legal officers of the District of Columbia and the commonwealth and territories of the United States. NAAG assists Attorneys General in fulfilling the responsibilities of their office and assists in the delivery of high-quality legal services to the states and territories.
Source: EEOC
The Region V includes the states of Minnesota, Wisconsin, Michigan, Illinois, Indiana and Ohio. The Great Lakes Disability and Business Technical Assistance Center (GLDBTAC) serves these states, providing information and technical assistance on the ADA to those affected by the law. Within each of these states, GLDBTAC has established and funded a steering committee to identify local needs within their state and address them.
Illinois
The Illinois Steering Committee has completed five trainings around the state, with the Illinois Attorney General's Office, to explain the new Illinois Accessibility Code to people with disabilities and disability organizations. They also presented a very successful statewide title II videoconference. Speakers for the training included representatives from the U.S. Dept. of Justice, U.S. Dept. of Human Services, the IL Protection and Advocacy Agency and the IL Attorney General's Office.
Indiana
Indiana has been busy working on their goals and grant application for the next year as well as finding ways to distribute their media packet. They are also creating a membership packet for new members.
Michigan
The MI Steering Committee has completed a year long needs assessment of business and people with disabilities related to ADA information and technical assistance. They are planning on releasing the information in a press release to the public in early 1998 and developing training and technical assistance tools to address the needs identified by the survey.
Minnesota
The Minnesota Steering Committee, after completing some market research, has decided to rename its group ADA Minnesota. They are in the process of updating their logo and materials about the committee's services. The committee is also exploring opportunities for minority outreach with other Minnesota agencies.
Ohio
ADA-OHIO has elected new officers and is gearing up for more work with employers about their ADA responsibilities. They are also working on issuing guidance on the possible ADA implications of the passage of The Ohio Interpreters Standards Bill. ADA-OHIO is seeking a new director. For more information, contact the ADA -OHIO office at 614-784-9900.
Wisconsin
Wisconsin ADA Partnership sponsored an advanced title I training in October and are planning outreach activities for 1998. They are in the process of developing a web site for ADA information in WI and initiating a new membership drive.
Advanced Title I Training
Location: Hyatt Regency O'Hare, Dates: January 26-27, 1998. Cost: $125. Sponsored by: Illinois State Steering Committee. This Title I training program is designed to meet the needs of an audience that has a solid understanding of the employment provisions of the ADA. The tools used in these trainings were developed by the Training Division of the U.S. Equal Employment Opportunity Commission (EEOC). Topics addressed will include: Definition of Disability/Regarded As; Determination of Essential Functions; Reasonable Accommodation and Undue Hardship; Disability-Related Questions and Medical Examinations; Direct Threat; Definition of Disability/Mental Impairment. This training is based on actual ADA cases received and litigated by the EEOC since 1992. The format for the training is based on utilization of case studies for small and large group discussion. For more information, contact Barb at the Great Lakes ADA Center, 800-949-4232 v/tty.
Principles of Access
Location: Martinsville, Indiana. Dates: March 9-11, 1998. Presented by: National Center on Accessibility. Principles of Access is designed to introduce park and recreation professionals to the fundamentals of accessibility. This course lays the foundation for understanding the characteristics and needs of people with disabilities. It is an excellent training course for professionals taking on accessibility responsibilities within their agencies. Access to unique recreation environments, including outdoor developed areas and historic sites are explored in addition to discussion of universal design and retrofitting concepts for accessibility. For more information, contact the National Center on Accessibility at 800-424-1877 v/tty.
Travelers with Disabilities: The Untapped Market
Location: Washington Hilton & Towers, Washington, D.C. Dates: January 20-23, 1998. Co-Sponsored by: The Paralysis Society of America & The President's Committee on Employment of People with Disabilities. The purpose of the conference is to educate key travel professionals about the untapped market of travelers with disabilities and to demonstrate how the travel industry can tap into this market, generate customer loyalty, and increase employment opportunities for people with disabilities. Linkages developed through this conference will help promote employment of people with disabilities in the travel industry. For more information about this conference, contact Maggie Roffee at the President's Committee at 202-376-6200 v or 202-376-6205 tty.
* The Great Lakes DBTAC does not review the materials in the ADA Resources section for their accuracy. This portion of the newsletter contains new products or services that have been called to our attention. Their inclusion should not be construed as an endorsement.
Awakening To Disability: Nothing About Us Without Us
Author: Karen G. Stone. Publisher: Volcano Press. Price: $14.95. Pages: 288. This paperback provides an insider's experience and journey from disability shame to disability pride, and the richness of the disability culture. Critics have called it informative, compassionate and courageous. It has also been identified as a discussion tool for parents with children with disabilities, for youths with disabilities, newly disabled people, or for personal growth. For more information, call Volcano Press at (209) 296-3445.
Commonly Asked Questions About Child Care Centers and the ADA
Produced by: U.S. Department of Justice. Pages: 13. This publication provides answers to commonly asked questions about how the ADA applies to Child Care Centers. To order a copy, contact the Department of Justice at 800-514-0301 or the Great Lakes Center at 800-949-4232 v/tty.
Defining "Disability" Under the ADA: Revised and Expanded 1997 Edition
Published by: LRP Publications. Author: Thomas D'Agostino, Esq. Pages: 34. Price: $16.95, $3.50 shipping and handling. This revised pamphlet reviews 170 cases in which an employer challenged the status of a person with a disability as reported in the National Disability Law Reporter. For more information, call LRP at 1-800-341-7874, ext.347.
Disability Compliance for Higher Education 1997 Year Book
Published by: LRP Publications. Author: Daniel Gephart. Pages: 197. Price: $54.50, $4.50 shipping and handling. This paperback provides a year in review of the disability issues faced by colleges and universities in 1996. OCR letters and judicial decisions affecting compliance concerns, accommodation program profiles and issues relating to students and employees with disabilities are highlighted in this book. For more information, call LRP at 1-800-341-7874, ext. 347.
Illinois Workers' Compensation Law Bulletin
Published by: LRP Publications. Price: $260, $17.50 shipping and handling (1 year subscription) This bimonthly newsletter provides the latest workers' compensation decisions from the Illinois Industrial Commission and state courts summarizing the most recent cases and addressing important issues. A quarterly topic index is also available to help locate specific cases. For more information, call LRP at 1-800-341-7874, ext. 310.
ADA Standards For Accessible Design: A Videotape Series
Producer: The Center for Universal Design. Length: 15-20 minutes each tape. Price: $20 nonprofit/education, $35 business/commercial. This series of videotapes provides an overview of the ADA Standards by topic, condensing them into a graphic format with live footage and computer-generated illustrations. Three of the nine videotapes are currently available, with the others scheduled for release in 1998. For more information, contact the Center for Universal Design at 1-800-647-6777.
The Americans with Disabilities Act
Producer: Twin Peaks Press. Price: $69.95 plus $5 shipping and handling. Length: 65 minutes. This video details the responsibilities of businesses under the ADA. Presented in a seminar-style manner, this video is useful for employee awareness and education. For more information, call Twin Peaks Press at (360) 694-2462.
Interviewing Skills for Job Candidates with Learning or Other Hidden Disabilities
Price: $89. Length: 25 minutes. This video provides essential tips and addresses interviewing issues, such as disclosure, for young adults with learning or other hidden disabilities. The video resource teaches people how to prepare for a job interview and to increase their employment potential. Also included is a 5-page self-study guide. For more information, call Program Development Associates at 1-800-543-2119.
Reasonable Accommodations of the Enabling Kind
Price: $89. Length: 20 minutes. Format: Closed Captioned. In this video, three interview scenarios are acted out to demonstrate and detail the job interview process for those who may need an accommodation. The scenarios include a person with a known disability, one with a hidden disability and a person wanting to return to work after an injury. The video also provides resources, job analysis and advice for employees and employers. Printed materials also included. For more information, call Program Development Associates at 1-800-543-2119.
Small Differences: A Children's Disability Awareness Production
Price: $79. Length: 20 minutes. Format: Open Captioned. Small Differences is a unique, award-winning video made and narrated by children with and without disabilities. The professionally-produced video focuses on children's perception of various disabilities through their interviews and recordings. This video will generate discussion, talk about the daily lives of people with disabilities, and teach about similarities. Geared for children over 5 years old. Four page study guide included. For more information, call Program Development Associates at 1-800-543-2119.