Disability News Service, Resources, Diversity, Americans with Disabilities Act; Local and National.

Wednesday, October 12, 2016

National Institute on Disability, Holding Listening Sessions Across The USA in Fall 2016

The National Institute on Disability, Independent Living and Rehabilitation Research (NIDILRR) will hold a number of listening sessions across the country to help inform future funding priorities and strategic direction. Attendees should come prepared to answer questions about barriers to being active in the community and improvements they would like to see. 

The meetings will take place from 10:00 a.m. – 1:00 p.m. local time at the following locations. You can attend in person, listen by phone or provide comments by email. Visit the website for more details and information on the locations.

October 14, 2016
Denver, CO

October 28, 2016
San Francisco, CA

November 1, 2016
Chicago, IL

November 18, 2016
Boston, MA

December 5, 2016
Dallas, TX

Please be prepared to show a government-issued photo ID (e.g., driver’s license) and go through a security check point to access the building at each location.

Registration (Required if you plan to attend in person or listen by phone)

Register online, by fax at 703-356-8314 or by phone at 703-356-8035, ext. 105. For questions or assistance with registration, contact Robin Toliver, New Editions Consulting, Inc., at 703-356-8035 ext. 105.

Provide Comments by Email

NIDILRR will accept written comments via email at NIDILRRfuture@acl.hhs.gov.  Please submit your comments by December 12, 2016.

Tuesday, October 11, 2016

REVISED Title II ADA Action Guide for Self Evaluation and Transition Planning - Webinar Oct. 18th

Do you remember the Title II Action Guide? This was an early resource issued shortly after the passage of the ADA. It was designed to assist local and state governments develop their self-evaluation and transition plans. 

The Great Lakes ADA Center in collaboration with the ADA National Network is pleased to announce the October ADA Audio Conference Series Session titledIntroducing the REVISED Title II Action Guide for Self Evaluation and Transition Planning” 

We are happy to announce that this valuable resource has been updated to reflect the 2010 Standards and revisions to the Title II Regulations! Join the October ADA Audio Conference session to see a "sneak preview" of the REVISED "Title II Action Guide (TTAG)" which is will now be a web-based resource. The purpose of this resource continues to be helping state and local governments understand their ADA obligations, conduct a self-evaluation, implement changes and develop a transition plan. The TTAG team at the New England ADA Center will provide information on the revised guide and show wire frames (the site is not "Live" yet) showing the content and explain how the site is intended to be used.


Date: October 18, 2016
Time: 2:00-3:30pm ET
Cost: No Charge

Registration: www.ada-audio.org (if you don’t have an account in our system you will be prompted to set up an account prior to registration)

This session will be delivered via Audio Conference and/or webinar platform. Closed captioning is available via the webinar platform.

Questions regarding this program should be directed to 877-232-1990 V/TTY or by email to webinars@adaconferences.org

Monday, October 10, 2016

Seperate Trump Properties Hit With Four Recent Disabilities Violations Complaints

Donald Trump’s new Washington, D.C., hotel violates the Americans with Disabilities Act, alleges a complaint filed on Sept. 29 with the Department of Justice. Three other complaints filed on or since that date allege ADA violations at Trump’s hotel and golf course in Doral, Florida, and at his golf course in Pine Hill, New Jersey, according to documents obtained by The Huffington Post.

article by Ben Walsh Business Reporter, for The Huffington Post | Sept. 7, 2016

The new allegations come after HuffPost reported in September that Trump’s properties had been sued at least eight times over the last 19 years for violating the ADA, and one of those properties was hit with an additional set of violations after a federal inspection.

Trump settled five of those cases. Two others ended with Trump consent decrees and one was terminated when the Trump property in question went into bankruptcy. One case ― the only one Trump even came close to winning ― was dismissed at the request of both Trump and the plaintiff.

Once a complaint has been filed, it is up to the DOJ to choose whether to investigate the complaint and decide if additional measures like mediation or litigation are necessary.

The four recently filed complaints allege various accessibility issues at the three properties. Trump’s golf course in Doral does not have properly accessible parking, bathroom doors, curbs or tables in the bar area, said Nick Pavlak, who filed the complaint after visiting the course. Additionally, just two of the club’s 16 room types are accessible. HuffPost searched the room reservation system at the Doral on several dates and found that only “premier” grade rooms with one or two beds are listed as accessible. (Hotels are required by the ADA ensure that there are accessible rooms in various room classes similar to those available to other customers so that people with disabilities are not economically excluded.)

The complaint against the Trump National Golf Club in Pine Hill, outside of Philadelphia, was filed by Thomas Hamill, vice president of Advocates For Disabled Americans, who says he intended to become a club member. That club lacks required handicapped signs in its parking lot, has a dangerously sloped front entrance and an inaccessible bathroom, the complaint says.

At Trump’s newly opened hotel in Washington, D.C. ― which the Republican presidential nominee called “something very special” at a press conference held there last month ― only two of the building’s 12 room types are accessible to guests with disabilities, the complaint says. The complaint, which was filed by a member of Advocates For Disabled Americans who wishes to remain anonymous because of Trump’s notoriety, says that the cheapest room option in the hotel is not handicapped-accessible, and that the bathrooms in the hotel’s common areas violate ADA requirements.

A HuffPost search of the hotel’s reservation system for rooms on a number of different dates also matched this complaint: Only “premier” grade rooms with one or two beds were listed as accessible.

Those allegations are particularly surprising. The D.C. hotel, which occupies a government-owned building Trump leases, was recently opened after years of renovation. Trump has promoted it heavily, including at the press conference where he ostensibly renounced his racist birther beliefs.

“Now it is a great honor,” Trump said at the September event. “This is our brand-new ballroom. You can only see a small piece of it because we have it broken down but this is ― the hotel is completed. We’ll be having our opening ceremony in October and it’s gonna be something very special.”

Reached for comment, Trump Hotels spokeswoman Christine Da Silva did not address the new complaints, but instead referred to the organization’s September statement to HuffPost.

“It is the policy at all of our properties to comply with the Americans with Disabilities Act,” she said then. Referring to the previously reported eight cases and federal inspection, Da Silva said, “this handful of cases, many of which are over ten years old, are not representative of our organization’s strong record of ADA compliance.” Trump’s golf course in Pine Hill did not respond to requests for comment.

Trump has boasted about his ADA compliance. Last year, after he mocked a New York Times reporter with arthrogryposis, Trump defended himself by saying, “I spend millions a year, or millions of dollars on ramps and get rid of the stairs and different kinds of elevators all over and I’m gonna mock? I would never do that.”

Hamill took a dimmer view of Trump’s compliance with the ADA, which was passed in 1990. “There’s a civil rights law that’s been in effect for 25 years,” he said. “It’s not something that’s done for charity. It’s the law and it gives people with disabilities equal opportunity to use facilities.”

“With the Trump history towards the disabled, it is not surprising that Trump does not foster independence or dignity,” Anthony Brady, the civil rights lawyer who filed the complaints on behalf of the patrons, said in an email.

In the past, Trump’s attorneys have accused plaintiffs suing under the ADA of being repeat litigants. But the very structure of the ADA means there is a very good reason why people with disabilities have to file complaints alleging violations, disability rights lawyer Emily Munson told HuffPost last month.

“Because there is no enforcement agency [for ADA], it’s people with disabilities who have to go out and bring these suits” in order to ensure that violations are corrected, she said. The unfortunate result, Munson added, is that the very law that lays out the rights of the disabled forces “them to look like the bad guy” in order to ensure those rights are respected.
http://www.huffingtonpost.com/entry/trump-disabilities-ada-violations_us_57f55d58e4b0b7aafe0bae74

U.S. Supreme Court agreed to hear two separate cases involving special education

The U.S. Supreme Court ha agreed to hear two separate cases involving special education. The last time the high court addressed the issue was back in 1982 in a case known as Rowley. The cases the court has agreed to hear are outlines below, as published by 'The 74', a education publication.
# # #

Fry v. Napoleon Community Schools: What rights do disabled students have under various disability laws?

The case concerns E.F., a girl with cerebral palsy, whose Michigan school district refused to let her bring her service dog to class to assist with tasks such as using the bathroom, opening and closing doors and picking up dropped objects. The district cited concerns that the dog, a goldendoodle named Wonder, would cause allergies and distractions among other students and instead provided E.F. with an adult human aide. E.F.’s parents, Stacy and Brent Fry, homeschooled her for two years before moving her to another district.

Her parents claim that the district’s refusal to allow Wonder at school violated the Americans With Disabilities Act and the Rehabilitation Act, laws that guarantee appropriate accommodations — including the use of service animals — to people with disabilities. The school district countered that providing E.F. with a one-on-one human aide satisfied its obligations under the Individuals With Disabilities Education Act (IDEA), which requires schools to provide a free, appropriate public education to students with disabilities.

The Frys filed a complaint with the federal Education Department’s Office of Civil Rights, which ruled that even though the district didn’t cause E.F. any educational harm by banning Wonder from the school, it still violated her rights. OCR said failing to allow Wonder would be akin to requiring a student in a wheelchair to be carried, or mandating that a blind student be guided by a teacher instead of using a cane or service animal.

The Frys then sued the district under the Americans With Disabilities Act and the Rehabilitation Act, which, unlike IDEA, allow plaintiffs to collect monetary damages when their rights have been violated.

But a district court threw out the lawsuit because under the Handicapped Children’s Protection Act of 1986, students must exhaust their legal options under IDEA before they can bring a lawsuit under other disability rights laws.
The Frys say their case is different — that they never claimed the district didn’t provide a free, appropriate public education as required under IDEA, but rather that the district violated other federal laws. The Handicapped Children’s Protection Act, they argue, restricts only claims that could also be addressed under IDEA.

A panel of judges from the Sixth Circuit upheld the district court’s decision. In their view, simply asking for damages doesn’t excuse plaintiffs from having to exhaust their options under IDEA.
For the Frys’ appeal to the Supreme Court, the U.S. government has filed a brief siding with the family, as have the states of Illinois and Minnesota. A coalition of disability rights groups wrote in a brief supporting the Frys that requiring children with disabilities to exhaust IDEA requirements “contravenes national values” and can cause significant harm, potentially in the form of lost years of education benefits while families fight for particular therapies. The groups also pointed to a half-dozen cases around the country of children with various disabilities in similar circumstances.

The justices will hear arguments in the case on October 31, 2016.
# # #

Endrew F. v. Douglas County Schools: What level of education must schools provide for students with disabilities?

Endrew, a student with autism, attended public schools in Douglas County, Colo., from pre-K through fourth grade. In second and third grade, he began having behavioral problems, such as yelling and crying. By fourth grade, his behavioral problems got so bad that he regularly had to be removed from the classroom and could not make progress toward the goals in his individualized education plan, his parents, Joseph F. and Jennifer F., wrote in their brief urging the court to hear the case.

The family decided to place Endrew in a private school and sought reimbursement for tuition from the Douglas County schools.

An administrative judge denied the claim, saying that Endrew had received “some” educational benefit in the Douglas County schools. The U.S. District Court in Colorado upheld the administrative law judge’s ruling, saying the intent of IDEA was “more to open the door of public education to handicapped children on appropriate terms than to guarantee any particular level of education once inside,” and that since Endrew had shown some progress, his parents weren’t entitled to tuition reimbursement. A circuit court sided with the district.

The problem, the lawsuit says, is that courts of appeals around the country are “in disarray” over what constitutes an appropriate education for children with disabilities. The Supreme Court in a 1982 case specifically declined to set a standard, saying, “We do not attempt today to establish any one test for determining the adequacy of educational benefits conferred upon all children covered by [IDEA].”
Because of this, Endrew’s parents wrote, in two district court circuits, the level of educational benefit must be “meaningful”; in five, the standard is “just-above-trivial,” and in the other five, the standard is unclear.

“Resolving the conflict among the circuits will ensure that millions of children with disabilities receive a consistent level of education, while providing parents and educators much-needed guidance regarding their rights and obligations,” Endrew’s parents wrote.

The federal government filed a brief urging the court to take the case, arguing that “there is no justification for providing children with disabilities different degrees of protection under federal law depending on where they happen to live.” The government also said the court should set a higher standard for educational benefit.

The school district, in a brief urging justices not to take the case, argued that any split among circuits was, basically, semantics, and that any changes to the standard should come from Congress.

The justices agreed to hear the case but haven’t yet scheduled arguments.

Friday, October 7, 2016

Employment Report Sept. 2016 numbers rise again in 6-month trend for Americans with disabilities

Kessler Foundation & University of New Hampshire release nTIDE Report for September – Monthly Update
DURHAM, NH – For the sixth consecutive month economic indicators rose for Americans with disabilities, according to today's National Trends in Disability Employment – Monthly Update (nTIDE), issued by Kessler Foundation and University of New Hampshire’s Institute on Disability (UNH-IOD). During National Disability Awareness Month, we celebrate progress being made throughout the U.S. by employers who have recognized that inclusion works. Eighteen such companies, from a variety of industries, were selected for 2016 Best in Business awards in a national competition based on their successes in integrating people with disabilities in their workplaces. This was the second annual competition sponsored by the Ruderman Family Foundation, in partnership with The Jewish Week Media Group.
National Trends in Disability Employment: Comparison of People with & without Disabilities (September 2015 & September 2016)
In the Bureau of Labor Statistics Jobs Report released Friday, October 7, the employment-to-population ratio for working-age people with disabilities increased from 26.5 percent in September 2015 to 28 percent in September 2016 (up 5.7 percent; 1.5 percentage points). For working-age people without disabilities, the employment-to-population ratio also increased from 72.3 percent in September 2015 to 73.0 percent in September 2016 (up 1 percent; 0.7 percentage points). The employment-to-population ratio, a key indicator, reflects the percentage of people who are working relative to the total population (the number of people working divided by the number of people in the total population multiplied by 100).
“The improvement in the proportion of people with disabilities working continues to outpace improvements made by people without disabilities.” according to John O’Neill, PhD, director of employment and disability research at Kessler Foundation.
 “While six consecutive months of employment growth for people with disabilities is very encouraging news, it does not mean we are out of the woods,” he added. “There is still a long way to go before people with disabilities reach their pre-Great Recession employment levels, not to mention parity with people without disabilities.”

A Celebration of Wellness for Women with Disabilities plus ACCESSIBLE mammograms in Chicago Oct. 15th

Mile Square Health Center, 1220 S. Wood St., Chicago
University of Illinois Health System
Saturday October 15th, 2016 from 8 am to 2 pm
WELCOMING, experienced medical staff.
  • ACCESSIBLE mammograms
  • adapted YOGA workshop
  • healthy COOKING demos
  • Latin DANCE mini-class 
  • ADAPTED breast exam class + ADAPTED fitness class

Bring a PHOTO ID and insurance card, if you have one. No appointment necessary.

UNINSURED and UNDOCUMENTED women with disabilities are welcome.

REIMBURSEMENT for PARATRANSIT will be provided.

ANXIOUS about getting a mammogram? You can TOUR the facility, MEET the staff, and get your QUESTIONS answered WITHOUT getting a mammogram. No pressure.

For more information
Check out Facebook at www.facebook.com/IamScreenABLE 
 or contact Susan Magasi at smagas1@uic.edu

You are #ScreenABLE

if more information becomes available, we will update this post.

Greektown Casino Sued By EEOC For Disability Discrimination

Employer Failed to Grant Leave Extension for Employee With Stress-Anxiety Disorder And Fired Him Instead, Federal Agency Charges
DETROIT - A Detroit casino operator violated federal law by denying a reasonable accommodation to and then firing an employee because of his disability, the U.S. Equal Employment Opportunity Commission (EEOC) charged in a lawsuit filed today.
According to EEOC's lawsuit, Michael Lepine was a pit manager in the table games department for Greektown Casino. In February 2012 he was hospitalized for his stress-anxiety disorder and requested a leave extension until April 30. The employer refused the extension and fired him on April 2.
Such alleged conduct violates the Americans with Disabilities Act (ADA), which prohibits employers from discriminating against employees because of a disability. EEOC filed suit (EEOC v. Greektown Casino, L.L.C., Case No. 2:16-cv-13540 ) in U.S. District Court for the Eastern District of Michigan, Southern Division, after first attempting to reach a voluntary pre-litigation settlement through its conciliation process. The agency seeks to recover monetary compensation for Lepine in the form of back pay and compensatory damages for emotional distress, as well as punitive damages.
"Mr. Lepine was an excellent employee, but according to EEOC's investigation the management chose to deny him a reasonable accommodation and fire him simply because of his condition," said EEOC Trial Attorney Dale Price. "EEOC will vigorously pursue such violations of the ADA."
The Indianapolis District Office of EEOC oversees Indiana, Michigan and parts of Kentucky and Ohio.
EEOC is responsible for enforcing federal laws against employment discrimination. Further information is available at www.eeoc.gov.
SOURCE: Press Release - EEOC - Sept. 4, 2016

Harrison Poultry in Georgia to Pay $100,000 to Settle EEOC Disability Discrimination Lawsuit

Poultry Company Fired Manager While on Approved Leave, Federal Agency Charged
ATLANTA - Harrison Poultry, Inc., a poultry hatchery located in Bethlehem, Ga., will pay $100,000 and furnish other relief to settle a disability discrimination lawsuit brought by the U.S. Equal Employment Opportunity Commission (EEOC), the agency announced today.
EEOC filed suit in 2014 charging that Harrison Poultry violated federal law when it failed to provide a manager with a reasonable accommodation for his disability and then fired him. According to the complaint, in July 2012, the manager requested a seven-day extension to his previously approved vacation leave to comply with his doctor's orders restricting him from working during that time. EEOC charged that instead of granting the manager's request for additional medical leave, the company immediately fired him, before he even exhausted his vacation time.
Such alleged conduct violates the Americans with Disabilities Act (ADA). EEOC filed suit in U.S. District Court for the Northern District of Georgia, Gainesville Division (Civil Action No. 2:14-cv-0227-WCO) after first attempting to reach a pre-litigation settlement through its conciliation process.
In addition to providing monetary damages to the employee, the consent decree settling the lawsuit requires the company to adopt a policy that sets forth a procedure for employees to request leave as an accommodation under the ADA. The decree also requires that the company provide annual equal employment opportunity training to its managers, supervisors, owners and human resources employees. The decree further requires the company to post a notice to its employees about the lawsuit and to provide periodic reporting to EEOC about requests for medical leave.
"We are pleased with this settlement," said Bernice Williams-Kimbrough, director for EEOC's Atlanta District Office. "EEOC hopes that this case serves as a reminder to employers that disabled employees' requests for leave for medical treatment must be accommodated unless granting leave would pose an undue hardship on the company."
EEOC is responsible for enforcing federal laws against employment discrimination. Further information is available at www.eeoc.gov.
SOURCE: Press Release - EEOC - Sept. 3, 2016

Emory Healthcare in Atlanta to Pay $15,000 To Settle EEOC Disability Discrimination Lawsuit

Hospital Failed to Accommodate and Subsequently Fired Nurse Technician Who Was Undergoing Medical Treatment, Federal Agency Charged
ATLANTA - Emory Healthcare, Inc., which operates Emory University Hospital Midtown (EUHM) in Atlanta, will pay $15,000 and furnish other relief to settle a disability discrimination lawsuit filed by the U.S. Equal Employment Opportunity Commission (EEOC), the agency announced today.
According to EEOC's lawsuit, Kendall McCoy began working for EUHM in August 1988 as a nurse technician. Around Oct. 15, 2012, McCoy attempted to return to work following an absence for treatment of a medical condition that required him to undergo emergency surgery approximately two months prior. EEOC said that McCoy sought an accommodation of unpaid medical leave so that he could complete the necessary treatment and then return to his position. The agency further charged that the hospital refused to provide the additional medical leave as an accommodation, and fired McCoy instead.
Such alleged conduct violates the Americans with Disabilities Act (ADA), which protects employees from discrimination based on their disabilities and requires employers to provide reasonable accommodations unless doing so would be an undue hardship. EEOC filed suit in U.S. District Court for the Northern District of Georgia, Atlanta Division (Equal Employment Opportunity Commission v. Emory Healthcare Inc.; Civil Action No. 1:15-CV-03407) after first attempting to reach a pre-litigation settlement through its conciliation process. McCoy subsequently filed his own suit joined to EEOC's lawsuit.
In addition to providing monetary relief to McCoy, the two-year consent decree settling the lawsuit requires the hospital to revise its medical leave policies, and provide annual training on the ADA and medical leave requests to all employees responsible for approving medical leave requests. The decree also requires the hospital to provide periodic reports to EEOC identifying individuals who were discharged after being denied leave related to a medical condition.
"We are pleased to have reached an agreement that is mutually beneficial to the parties and will have a major impact on the current and future workforce of one of our community's large employers," said Bernice Williams-Kimbrough, district director for EEOC's Atlanta District Office. "It is critical that employers train their human resources personnel so that they properly make determinations related to requests for reasonable accommodations under the ADA."
EEOC is responsible for enforcing federal laws prohibiting discrimination in employment. More information about EEOC is available on its website at www.eeoc.gov .
SOURCE: Press Release - EEOC - Sept 3, 2016

7-Eleven Sued By EEOC for Disability Discrimination

Oklahoma Chain Unlawfully Denied Reasonable Accommodations to Workers with Disabilities and Fired Them, Federal Agency Charges
ST. LOUIS - Brown-Thompson General Partnership, dba 7-Eleven, a chain of Oklahoma convenience stores, violated federal law when it failed to provide reasonable accommodations to workers with disabilities at the company's Oklahoma City warehouse and distribution center, the U.S. Equal Employment Opportunity Commission (EEOC) charged in a lawsuit filed on Friday, September 30, 2016.
According to EEOC's suit, Casey Crothers worked as a stocker at the distribution center. When his doctor placed him on short-term work restrictions due to a disability, Crothers asked for temporary transfer to a position that met his restrictions. 7-Eleven told Crothers that because his restrictions were not related to an on-the-job injury, the company was not required to accommodate him. 7-Eleven then fired Crothers because he was going to miss more than three days of work. EEOC alleges 7-Eleven similarly failed to provide reasonable accommodations to other workers, denying temporary light or modified duty and terminating employees with disabilities who missed more than three days of work if they were not eligible for leave under the Family and Medical Leave Act.
Such alleged conduct violates the Americans with Disabilities Act (ADA). EEOC filed suit in U.S. District Court for the Western District of Oklahoma (EEOC v. Brown-Thompson General Partnership d/b/a 7-Eleven Stores, Case No. 5:16-cv-01142-R) after first attempting to reach a pre-litigation settlement through its conciliation process. The agency seeks back pay and compensatory and punitive damages, along with injunctive relief to prevent and address any future disability discrimination.
"While the Family and Medical Leave Act requires certain employers to provide leave to some employees, it is not the only law that requires leave," said James R. Neely, Jr., director of EEOC's St. Louis District Office. "Where leave is a reasonable accommodation for a medical condition covered by the ADA, an employer must provide it."
Andrea G. Baran, regional attorney for EEOC's St. Louis District, said, "One of the primary goals of the ADA is to keep people with disabilities working. When accommodations are reasonable - such as allowing an employee to temporarily work in an available job that meets the employee's restrictions or allowing the worker additional time off - and do not pose an undue hardship on the employer, the law requires that the employer provide the accommodation."
According to its website, 7-Eleven operates over 110 locations across Central Oklahoma and is one of the state's leading gasoline and convenience products retailers.
EEOC is responsible for enforcing federal laws prohibiting employment discrimination. The St. Louis District Office oversees Missouri, Kansas, Nebraska, Oklahoma, and a portion of southern Illinois. Further information about EEOC is available on its website at www.eeoc.gov.
SOURCE: Press Release - EEOC - Sept.3, 2016

Granite Mesa Health Centerin Texas Sued By EEOC for Disability Discrimination and Retaliation

Nursing Home Fired a Certified Nurse Assistant When He Disclosed He Was HIV-Positive, Federal Agency Charged
AUSTIN, Texas - A nursing home violated federal law by discharging an employee who hesitated when ordered to provide his HIV (Human Immunodeficiency Virus) test results as a condition of his continued employment, the U.S. Equal Employment Opportunity Commission (EEOC) charged in a lawsuit filed today.
According to the lawsuit, Granite Mesa Health Center, Ltd. unlawfully required a medical examination of a certified nurse assistant (CNA) immediately after he disclosed that he had tested as HIV-positive. The employee was discharged because of his HIV-positive status and in retaliation for asserting his rights under the ADA when he requested a copy of the written policy requiring disclosure of HIV test results and hesitated to submit the results.
The Americans with Disabilities Act (ADA) protects employees with disabilities from being harassed, fired or from other employment decisions based on disabilities that are covered under the act, such as having been tested positive for HIV. The ADA also specifically prohibits an employer from imposing on employees disability-related inquiries and medical examinations that are not job-related and consistent with business necessity.
EEOC filed suit in U.S. District Court for the Western District of Texas, Austin Division (U.S. Equal Employment Opportunity Commission v. Granite Mesa Health Center Ltd., Granite Mesa Health Center GP Inc., Asista Corporation, Legend Healthcare, LLC, Legend Oaks, Granite Mesa, LLC., The Ensign Group, Inc. and Copeland Healthcare, Inc., Civil Action No. 1:16-cv-01113-LY ). Because the nursing facility has been sold twice since the CNA was discharged, EEOC also sued the successive owners and employers. EEOC seeks back pay, compensatory damages and punitive damages for the victim, as well as injunctive relief.
"Federal law prohibits requiring an employee to submit his HIV test results as a condition of his continued employment where the employee's job duties do not pose a risk of transmission," said EEOC Senior Trial Attorney Patrick Connor. "The limited avenues for transmission of HIV/AIDS have long been understood by the medical and health care community. The employer here nonetheless made decisions based on unfounded fears and misperceptions rather than on correct, current medical knowledge about HIV infection."
Supervisory Trial Attorney Eduardo Juarez of EEOC's San Antonio Field Office added, "All employers, and especially medical employers, should understand how HIV is and is not transmitted, and how to practice the universally recognized safe procedures already used for all other health care work. This blatantly discriminatory discharge decision had nothing to do with the employee's ability to do his job competently, effectively and safely, particularly since his job duties did not require him to perform invasive procedures."
President Barack Obama has charged federal agencies to implement the National HIV/AIDS Strategy, which includes addressing and preventing employment-related discrimination against people living with HIV. This case serves as an example of how EEOC will enforce federal laws to ensure that qualified people are not wrongfully deprived of an opportunity to earn a living simply because of their HIV status.
EEOC is responsible for enforcing federal laws against employment discrimination. Further information about the agency is available at www.eeoc.gov.
SOURCE: Press Release - EEOC - Sept. 3, 2016

Illinois Medicaid Most Likely To Result In Unmet Service Needs For Adults With Disabilities

A survey of caregivers for adults with intellectual and developmental disabilities on Illinois' Medicaid wait list found disparities in the provision of services. The study was co-written by University of Illinois scholars Meghan M. Burke, a professor of special education at the Urbana campus, and Tamar Heller, the head of the University Center for Excellence in Developmental Disabilities Education at the Chicago campus.

Adults with intellectual and developmental disabilities on Illinois' Medicaid wait list who are minorities, in poor health or unable to speak are more likely to have unmet service needs, a new study found.

African-Americans had a greater number of unmet service needs than whites, as did people with annual household incomes below $50,000 and those who were less healthy or had less verbal ability, according to a new statewide survey of 230 caregivers.

That these clients are not receiving needed services - including preventive health care, dental services and physical therapy - is worrisome and suggests there may be disparities that need to be addressed with policy, said the paper's lead author, Meghan M. Burke, a special education professor at the University of Illinois.

Burke conducted the survey with Tamar Heller, a professor of disability and human development at the University of Illinois at Chicago. Heller, the principal investigator for the project, is director of the U. of I. University Center for Excellence in Developmental Disabilities Education.

About 20,000 people currently are on Illinois' wait list for services under the Medicaid Home and Community-Based Services waiver, which reimburses states for providing support services such as health care, therapies and employment.

One of the purposes of the survey, Burke said, was to examine the characteristics of individuals on the wait list to determine which clients were in the greatest need of services. A paper about Burke and Heller's findings was published recently in the Journal of Applied Research in Intellectual Disabilities.

The survey was part of an evaluation of the Ligas Consent Decree, the outcome of a recent class-action lawsuit involving nearly 11,000 Illinois adults with intellectual and developmental disabilities. Under the tenets of the decree, the Illinois Division of Developmental Disabilities agreed to expeditiously serve people on the wait list who met established crisis criteria and to move everyone off the wait list by 2017.

Younger caregivers in the survey reported significantly greater unmet service needs than did older caregivers. However, Heller noted that younger parents have higher expectations, as they're accustomed to their children receiving free services through the special-education system. Heller found similar results in a study she conducted with families on wait lists in Minnesota.

Transitioning from receiving services through the school system to obtaining those services from community agencies can be challenging for family caregivers when children with intellectual and development disabilities reach adulthood, Burke said.

"There's no mandate to ensure that individuals get services such as speech therapy once they age out of the school system," Burke said.

While schools in the U.S. are required to develop transition plans for students with disabilities when they prepare to leave school, those plans are often vague and generic. A recent study of 282 student-transition plans found that less than a third of the plans connected families with adult-services agencies in their communities, the researchers wrote.

Burke and Heller said greater interagency collaboration between schools and adult service providers is needed, and community agencies' representatives need to be included in the transition-planning process.

"Practitioners and policymakers may want to look at the provision of services through the special-education system to determine how to address these service disparities among adults," Burke said.

More information: Disparities in Unmet Service Needs Among Adults with Intellectual and Other Developmental Disabilities, Journal of Applied Research in Intellectual Disabilities (2016). DOI: 10.1111/jar.12282
SOURCE: University of Illinois at Urbana-Champaign

Presidential Election Puts National Focus On Disability Reminds Us Of The Urgency Of Our Work

Over a remarkable ten-day stretch, the issue of employment for Americans with disabilities suddenly found itself in the front pages of national papers and a topic of discussion among our nation’s most influential philanthropies and those who seek their funding. For those of us who spend our lives trying to find solutions to why millions of Americans with disabilities can’t find jobs, these two events have rattled our walls in a very positive way.

by Carol Glazer , President, of National Organization on Disability / The Huffington Post published on Sept. 4, 2016

It started in mid-September with a remarkable mea culpa; a surprising admission from the highly respected leader of the Ford Foundation. President Darren Walker used the occasion of his annual letter to his constituents to admit that a new effort by his foundation, the nation’s second-largest philanthropy, to disrupt inequality had neglected people with disabilities. Walker didn’t just own the mistake, rather he pledged to raise the issue on a national stage so that disability is a consideration in all future grant-making decisions by his organization - and hopefully many others. It was a game-changing pledge.

Then just days later, as reverberations from Walker’s letter were subsiding, Hillary Clinton thrust the issue right back onto center stage by announcing her new vision of more job opportunities for people with disabilities. Up to this point, the issue had largely been absent from the presidential campaign since the conventions. That ended suddenly with Secretary Clinton’s more policy-oriented discussion of an “inclusive economy” with expanded job opportunities for what she called “a group of Americans who are, too often, invisible, overlooked and undervalued - who have so much to offer, but are given far too few chances to prove it.”

While Walker’s admission and Clinton’s policy proposal unexpectedly ignited much-needed focus on this vexing national problem, the reality is we as a nation have a pretty good handle on how to get more people with disabilities into the workforce. Now we need more action to go along with the talk.

The Bureau of Labor Statistics projects that more than 50 million jobs will need to be filled between 2012 and 2022, accounting for both new job creation and replacing retiring workers. The majority of these new job openings will be long-term, career-track positions that require at least some postsecondary education.

The race for highly educated professional talent is on, and American businesses are increasingly looking to the untapped potential of people with disabilities to stay competitive and get ahead. The number of people with disabilities attending college has climbed from 29 percent to 44 percent in the last decade, and two million people with disabilities are enrolled today.

However, there is a disconnect between employers looking for talent on the one hand, and college-educated people with disabilities who could supply it on the other. Only 40 percent of people with disabilities with college educations are currently employed.

That is why the National Organization on Disability is partnering with Career Opportunities for Students with Disabilities (COSD) and Work Without Limits on an exciting new project in Boston set to launch this fall. COSD is a widely respected organization that has worked for 17 years to connect college students with disabilities and employers. Work Without Limits is a consortium of more than 30 leading Boston employers, committed to disability workforce inclusion. The rich ecosystem of higher education institutions in Boston and employers who are motived to hire talented young people with disabilities as they transition from college to careers provides the ideal setting.

Starting with employer’s talent needs, NOD together with COSD will develop, test and refine a campus employment pipeline for college students with disabilities in the Boston area. Results will be tracked - including employment outcomes for students, as well as for participating campuses and employers - and we will report out for broader adoption nationally.

Years of research by our organization and others reveals how companies can attract, recruit and develop professional talent with disabilities. According to recent polling data, the most important criterion jobseekers with disabilities consider when selecting a place to work is the disability/diversity friendliness of the employer. A welcoming and responsive attitude toward disability outranked compensation - most important to jobseekers without disabilities - by ten percentage points, and also exceeded flexibility, benefits, advancement for career opportunities, and other selection factors.

My organization works closely with large employers to teach their leadership ways to enhance a company’s organizational culture and hiring practices to improve the work environment for people with disabilities - and the company’s bottom line.

The buzz created over the last several weeks certainly was helpful, but soon will dissipate. Our resolve to close this unacceptable employment gap must not do the same.

Follow Carol Glazer on Twitter: www.twitter.com/CarolGlazer
http://www.huffingtonpost.com/carol-glazer/national-focus-on-disabil_b_12337424.html

Wednesday, October 5, 2016

Colorado Mom and Her 7-year-old Girl with A Disability Escorted From Trump Rally

A Colorado woman says she was disappointed to be escorted away from Donald Trump's rally in Loveland Monday by U.S. Secret Service.


Jennifer Mau and her 7-year-old daughter, who has disabilities, say they attended the rally as an undecided family, wanting to know more about the Republican candidate for president.

report by Sally Mamdooh for ABC7 Denver News | Oct. 4, 2016



Her daughter was born without a jaw bone or ears and receives her nutrients from a feeding tube.

Amid the rally, however, Mau decided to leave with her daughter. Mau said that drew the ire of those surrounding her.

When we were leaving, somebody said, 'Why are you leaving?' and basically struck a nerve," Mau said. "I said, 'Why are you here? He makes fun of people like you.'"

Several people yelled at her - one followed her, telling her if she loved her daughter she should vote for Trump -- until she said Secret Service escorted her out of the rally.

Mau said she was saddened to be harassed for standing up for her daughter with disabilities, but she said she was happy to see some people walk out with her, saying her daughter is beautiful.
http://www.thedenverchannel.com/news/local-news/7-year-old-girl-with-disabilities-removed-from-trump-rally?autoplay=true

RELATED POST:

U.S. Dept of Labor Expresses “Significant Concern” Over State of Illinois Home Care Overtime Policy

Oct 5, 2016 -- The U.S. Department of Labor (US DOL) has submitted written public comment on the State of Illinois home care overtime proposed rule in which it warns Illinois Department of Human Services (IDHS) that the rule is too rigid, will likely result in violations of disability and labor law, and creates a situation where workers are forced to work "off the clock.".

The US DOL letter is an important development, because it is in responding to the US DOL's Home Care Final Rule for the Fair Labor Standards Act (FLSA) that the State of Illinois has created its overtime rule proposal. The US DOL is essentially warning the State that what it proposes to do is not in line with the purpose of the Home Care Final Rule. You can read the US DOL original PDF letter here PDF Original US DOL Letter on Overtime 9.30.16.pdf and a plain text version here Text version US DOL letter on Overtime 9.30.16.txt.
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A Press Release (Oct 5, 2016) from Access Living and SEIU Healthcare on the recent development.

U.S. Department of Labor rebukes Illinois, expresses “Significant Concern” over State’s controversial overtime policy

CHICAGO-The U.S. Department of Labor has severely rebuked Illinois’ attempt to reintroduce rules to limit overtime care for people with disabilities.

In a three-page letter submitted to the Department of Human Services on Friday, September 30 (see attached), a top administrator from the U.S. Department of Labor (DOL) urged the Illinois Department of Human Services to overhaul its approach to the overtime caps, which have thrown the entire system of care in Illinois into disarray.

In the letter from the DOL, Wage and Hour DIvision Deputy Administrator Laura Fortman expressed various concerns about the “inflexible state caps” to hours worked. She stated, “As we have previously communicated...we are concerned that the overtime policy DHS announced in November 2015...may result in unintended consequences, such as violations of the [Fair Labor Standards Act] FLSA and inconsistencies with obligations under the Americans with Disabilities Act (ADA) and Olmstead v. L.C.”

Illinois initially implemented the hours cap in response to the original DOL Home Care Final Rule to enforce overtime pay for home healthcare workers. The Home Care Final Rule was established to protect the rights of domestic workers while at the same time protecting the people they serve. Instead of implementing the DOL rule as it was intended, or working with stakeholders to develop fair guidelines, Illinois implemented a policy in May (rescinded in August) that threatened over 2,000 workers with termination, caused workers to work without pay and disrupted care to thousands of people with disabilities.

On Monday, October 3, hearings began in Chicago on Illinois’ efforts to re-introduce the policy via the administrative process. Scores of workers and consumers directly contradicted the claim from the Illinois Department of Human Services that the overtime caps, enforced from May through July, had caused no harm.

The next hearing on the Rauner policy is scheduled for 1 p.m. on Thursday, October 6 at the Howlett Building in Springfield.

Amber Smock, Director of Advocacy for Access Living, said of Illinois’ misguided overtime restrictions: “The U.S. Department of Labor did the right thing by providing overtime pay for home care workers, also known as personal attendants. At the time, they said the rule was NOT intended to limit care or violate labor law. Illinois has taken a different approach, shutting out key stakeholders in the process. The results, as we have seen, have been devastating. Again, we call on Illinois to withdraw this policy and focus on the best outcomes for people with disabilities and for Individual Providers in the Home Services Program.”

For more information, contact Gary Arnold at 312-640-2199, garnold@accessliving.org; or Graeme Zielinski at Graeme.Zielinski@seiuhcil.org.

SOURCE: Press Release Oct. 5, 2016 Access Living and SEIU Healthcare

A Father's Heartfelt Facebook Post About Son with Autism Who Says He Has No Friends, Inspires Flood of Online Support

Bob Cornelius snapped a photo of a card his son Christopher made at a back-to-school night recently, without thinking that it would change his son’s life.



article by , for PEOPLE magazine | Sept. 30, 2016

When Cornelius got home and took a closer look at the picture – of a worksheet his son completed filling out personal information like “favorite food” and “favorite TV show” – he saw that next to the “some of my friends” prompt, Christopher, 11, had written “no one.”

Bob, who wrote that Christopher is on the autism spectrum, penned a heartrending Facebook post that reads, in part, “His classmates are delayed as well, but most not as much as Christopher. They are figuring out how to interact socially every day, and because Christopher cannot engage them in a typical way, he gets left behind … excluded, in his eyes.

“Until Thursday, I didn’t know how aware he was of this divide, as he does not often talk about his peers. I should not have been surprised as he makes his wants (but not his emotional needs) very clear … but I was. Mostly, I suppose, because I had never seen him put it down on paper. But for the first time, it was staring at me in the face.”

Bob Cornelius Facebook Post

"No One":
For those of you who don't know, my youngest son, Christopher, is on the autistic spectrum. I went to his back to school night on Thursday and took a picture of one of his projects displayed on the wall, one of many cute little cards that all the kids in his class had filled out. It asked him to list his favorite foods, sport, TV shows etc.
I took the picture hurriedly, and didn't notice all the answers he had filled out at that time. It was only after I got home...
See More
Bob’s letter quickly went viral, and his various inboxes were soon overflowing with people offering to send Christopher letters, gifts and other proofs of friendship.

Among the many people touched by the story: Missouri’s Grain Valley North Middle School student Jordan Davis, who heard about Christopher when the story was picked up on Dana & Parks, a show on KMBZ.

“I’ve kind of been in that situation and it hit me,” Jordan told KCTV. “He’s in our grade.”

Jordan asked her mother if she could write Christopher a note, but the pair soon decided to spread the effort to the rest of her grade. Eventually, they sent a packet of 110 letters to Christopher, 1,100 miles away in Rockaway, New Jersey.

SOURCE: for wonderful article PEOPLE magazine

If you’re interested in reaching out to Christopher, his father provided his address at the bottom of the Facebook post:

Christopher Cornelius
96 Valley View Drive
Rockaway, NJ 07866

Federal Suits Claim Segregation, Abuse of Disabled Students in Tennessee

NASHVILLE, Tenn. (AP) - When a 5-year-old autistic boy came home from his Nashville public school with bruises and a bite mark, his parents sent him back with a recording device.

article by Travis Loller, for the Associated Press | Sept 29, 2016

It captured a therapist slamming their son's head on his desk, and a teacher using a martial arts technique that made him whimper and cry.

Now these and other parents are suing over their children's treatment, hoping a federal judge will order the state of Tennessee to hold school districts accountable for complying with disability laws.

Nearly 40 years after federal laws began requiring schools to educate disabled students alongside their non-disabled peers as much as possible, many of these children are still channeled into separate and unequal educational programs, often because of serious behavioral challenges that come along with their disabilities.

Without enough training and resources to manage these behaviors, some teachers and their aides routinely isolate and restrain children — techniques that are supposed to be reserved for emergencies and last resorts — in ways that can become violent.

The U.S. Government Accountability Office found hundreds of allegations of abuse and even deaths associated with the use of restraints and seclusion in the nation's public and private schools over two decades before 2009. Seven years later, Congress has yet to approve comprehensive legislation to limit these practices, which are disproportionately used on disabled children.

The National Disability Rights Network has done its own investigations and found little change. Students are continuing to be confined, tied up, pinned down, battered and nearly killed on a regular basis," the nonprofit said in a 2012 report.

Jennifer, the mother of the 5-year-old, said they grew concerned as their son's behavior changed from excited to anxious. His autism limits his speaking ability, but he managed to say "I'll die. No school," she told The Associated Press. She spoke on the condition their last name not be used, to protect her son's identity.

She decided to sew an extra pocket into his clothes to hide the recording device. The results stunned her. She said she had to stop listening after hearing the abuse. Their three days of recordings are now evidence in federal court.

The city of Nashville settled with the family, but the Tennessee Education Department hasn't conceded.

Its spokeswoman, Sara Gast, said she can't comment on the issues being litigated. She asserted in an email that the department "is absolutely committed to serving all children and ensuring that every student has a safe and nurturing school environment."

The state's lawyers, however, have argued in court that it cannot be held responsible for the actions of local school districts.

A senior staff attorney with the National Disability Rights Network says this is not true.

The states are supposed to act as the "special education police," Ron Hager said. While they can't be aware of every single case of abuse at in a local district, they should be looking at their data to spot red flags.

"If they see high use of restraints and seclusions, high segregations, low academic performance, they should be saying, 'This is not good. You've got to fix it.'"

The federal government, in turn, is supposed to be overseeing the states through the U.S. Education Department's Office of Special Education Programs. But while the department has the power to sue to force compliance with federal disability education law, Hager said it has never done so.

After the Houston Chronicle reported this month that Texas arbitrarily set a benchmark of providing no more than 8.5 percent of students with special education, possibly depriving about 250,000 children of needed services, the Education Department said it's investigating.

And the U.S. Justice Department — not on behalf of the Education Department — is suing Georgia, alleging that the state segregates disabled students into programs where they are isolated and receive substandard educations. A Justice Department statement says it's the first federal challenge to a state-run school system over segregating students with disabilities.

Three of the families in Tennessee are challenging the same issue, accusing schools in the Knoxville area of segregating their children into classrooms where the students' only common bond was their disability, not their age, grade or academic ability.

This lawsuit blames Tennessee's funding formula, saying the state gives districts more money separate classrooms than for keeping such students in regular classrooms with supportive services. Knox County counters that it places children based on individual needs, without any consideration given to funding.

Another case in Knox County claims two 10-year-old students with autism were subjected to numerous isolations and restraints, including a "five points" pinning of their arms, legs and head. Knox says in court papers that the children were disciplined appropriately and have not been harmed.

By law, restraints and isolations are permitted in emergency situations, such as when a child begins throwing chairs or runs out of the school into the street. But after the emergency is over, school officials are supposed to figure out what is causing the problem behavior and find other ways of preventing it.

"The hope of the law has not really been implemented. Schools are still doing the same old, same old," Hager said. "We should be so far past this right now."

SOURCE:  Associated Press

Monday, October 3, 2016

United Cerebral Palsy’s 2016 Report " Ranks States Services for People with Intellectual and Developmental Disabilities

United Cerebral Palsy’s  2016 report "The Case for Inclusion" ranks all 50 states and the District of Columbia (DC) on service outcomes for Americans with intellectual and developmental disabilities (ID/DD).

This year’s report shows that:
  • All states have room for some improvement, but some have consistently remained at the bottom of the rankings since 2007;
  • Waiting lists for residential and community services remain high, demonstrating the unmet need of people with disabilities and their families;
  • 10 states, up from 8 last year, have at least one-third (33 percent) of individuals with ID/DD working in competitive employment — returning to the same level as in 2014;
  • 15 states report successfully placing at least 60 percent of individuals in vocational rehabilitation in jobs. No states met the standard on all three success measures this year.
The report finds almost 350,000 people in th USA are on waiting lists for community-based services,  Also an increasing number of states (18) have very little or no wait.

Arizona has taken the number one spot for the fifth year on the list. Arkansas, Once again Illinois, Mississippi and Texas have consistently performed poorly in the ranking since 2007, with Montana rounded out the bottom five on the list this year.

FOR THE FULL REPORT: CLICK HERE
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Illinois Caregivers crisis by the numbers
  • 220,000: Estimated number of people with disabilities living in Illinois
  • 32,732: Estimated number of Illinois residents with disabilities living with caregivers 60 or older
  • 18,671: People with disabilities on the waiting list for state services
  • $2,000: Maximum assets people with disabilities can have in order to receive government benefits
  • 225: Parents reached by the Parent Support Program at DayOne PACT in Lisle since early 2015
  • 47: Illinois' rank for how well Medicaid programs serve people with disabilities
  • 21 years and 364 days: When Illinois students with disabilities are no longer eligible for public school services
Sources: 2015 State of the States in Intellectual and Developmental Disabilities report by the University of Colorado; Illinois Prioritization of Urgency of Need for Services list; Oak Wealth Advisors; DayOne PACT; 2015 Case for Inclusion report by United Cerebral Palsy

Sunday, October 2, 2016

Access To Medical Care For Individuals With Mobility Disabilities

Accessibility of doctors' offices, clinics, and other health care providers is essential in providing medical care to people with disabilities. Due to barriers, individuals with disabilities are less likely to get routine preventative medical care than people without disabilities. Accessibility is not only legally required, it is important medically so that minor problems can be detected and treated before turning into major and possibly life-threatening problems.

The Americans with Disabilities Act of 1990 (ADA) is a federal civil rights law that prohibits discrimination against individuals with disabilities in every day activities, including medical services. Section 504 of the Rehabilitation Act of 1973 (Section 504) is a civil rights law that prohibits discrimination against individuals with disabilities on the basis of their disability in programs or activities that receive federal financial assistance, including health programs and services. These statutes require medical care providers to make their services available in an accessible manner. This technical assistance publication provides guidance for medical care providers on the requirements of the ADA in medical settings with respect to people with mobility disabilities, which include, for example, those who use wheelchairs, scooters, walkers, crutches, or no mobility devices at all.

The ADA requires access to medical care services and the facilities where the services are provided. Private hospitals or medical offices are covered by Title III of the ADA as places of public accommodation. Public hospitals and clinics and medical offices operated by state and local governments are covered by Title II of the ADA as programs of the public entities. Section 504 covers any of these that receive federal financial assistance, which can include Medicare and Medicaid reimbursements. The standards adopted under the ADA to ensure equal access to individuals with disabilities are generally the same as those required under Section 504.

The U.S. Department of Justice published(2010) the "Access To Medical Care For Individuals With Mobility Disabilities" - the link is avaible by: CLICKING HERE