Reflection Assistive Technologies in the Context of Work

Under the Individuals with Disabilities Education Improvement Act (IDEA, 2004), local education agencies are responsible for providing AT to students with disabilities who could benefit from such accommodations. Once students finish school, the school district has the right to expect any AT devices that it lent to be returned. However, in some circumstances, an arrangement can be made between a school system and an existing student so that the student can keep the equipment. For example, if the AT is outdated by the district's standards, or if it has been customized specifically for an individual, the district may agree to sell the equipment at fair market rate. Even though this will require the student or an outside agency to spend money, the equipment can usually be acquired at a much lower price than if purchased new.

 Although IDEA covers AT in the K-12 environment, legislation guiding accommodations in the workplace are not as prescriptive. The 1990 Americans with Disabilities Act (ADA) requires employers with 15 or more employees to provide "reasonable accommodations" to help employees that self-identify as having a disability perform the essential functions of their job so long as providing the accommodation does not pose an "undue hardship" to the employer. An undue hardship may relate to the expense or challenges involved with implementing the device into the existing infrastructure at work.

 It is the responsibility of the individual to disclose his or her disability to an employer and request accommodations. The process of identifying specific accommodations should be a negotiation between employee and employer. Employers are not required to provide the exact accommodation requested by the employee. An employee may suggest an accommodation, and the employer may suggest an alternative recommendation, which the employee must consider. The employer has the right to request "medical" documentation and refuse letters from educational specialists. If the employee does not provide such documentation, the employer is not required to provide an accommodation.

 If necessary, individuals with disabilities should contact the Human Resources office in their workplace to initiate a request for accommodations under the ADA. For additional information on ADA and the workplace, see The Americans with Disabilities Act. Finding employment may seem like a job in itself. However, state vocational rehabilitation (VR) services help adults and youth with disabilities find and succeed in employment. Many high schools' special education coordinators include VR services in transition planning for students with Individualized Education Plans. Local VR offices work within the community to evaluate client needs, make matches with employers, and offer support for success. If AT is required for success at a particular job, the device and training may be funded through the VR office. The VR case manager can serve as a liaison with the employer to arrange and integrate the AT and employee needs into the workplace. See the link below to find a state VR office.