“To activate captions, click on the closed captioning button at the bottom of the meeting screen for caption options. Please note the “full transcript” view is now available as an option. If you are joining via facebook live, you may also need to activate captions by clicking the gear icon at the bottom of the video screen.”If there are issues with the captions in zoom or your prefer to view the captions through an external website, the link is: https://captionpros.1capapp.com/event/aacd

“One way to see the ASL interpretation is to find the ASL interpreter(s) in the participant list, and then right click and select the “pin video” option for that person. This will allow you to keep the interpretation video front and center during the meeting. The hosts will also “spotlight for everyone” the active ASL interpreter, so it should automatically come to the front, as well. The ASL interpreters will be switching off during the session.”

“In this meeting, there are two ASL interpreters named “ASL - Jeremy” and “ASL – Audrey.” Both interpreters are co-hosts, so their names should be near the top of the participant list. To access the participants list, click the “participants” button at the bottom of the meeting screen.”

“If a speaker begins or ends to share their screen, you may have to re-pin the ASL video each time. During a screen share, make sure that “side-by-side” mode is selected under “view options” prior to pinning the interpreter. To adjust the size of the interpreter’s video compared to the shared screen, mouse over to reveal the line dividing the two screens, and then click and drag that line to the left or right depending on your needs.”

“During the screen share, all presenter cameras will be off, so that the ASL interpreters are visible on the Facebook live stream. Prior and post the screen share, we invite all presenters to activate cameras, as the multiple spotlight functionality will carry over to Facebook in this circumstance.”

If there are issues with the captions in zoom or your prefer to view the captions through an external website, the link is: https://captionpros.1capapp.com/event/aacd

(1) Assume good faith from your colleagues. We are all here to learn together.(2) Please use the “chat” function if you wish to share. Participants are not permitted to unmute themselves.(3) Please recognize and respect others feelings, background, and cultural differences(4) Be judicious and efficient with shared information and experiences. It can be just as courageous to listen as it is to share, so please do your best to understand when it is best to step back, instead of stepping up.(5) If you are speaking, please speak slowly as there is an English captioner and ASL interpreters working diligently. This is true for meeting presenters as well as participants.

Hi! Thank you! Just confirming there is CLE credit for this session.

To register to other sessions: https://mailchi.mp/azdisabilitylaw.org/aacd-virtual-conf

Hello from the IL-IA Center for Independent Living in the Quad Cities

Welcome David!

Can you also verbalize the CLE code. I'm following captions on a separate tab.

Will do!

I also wanted to add a quick note for all of us tuning in that if you do to Start Video and the up arrow to the right, you can enter settings to hide non-video participants.

Can the slides be emailed to register participants afterwords?

That's GREAT - thank you

Yes, slides will be available!

Great. Thank you

Thank you for making slides available. Or access to recording.

GREAT! THANK YOU

How do we access the recordings?

https://www.facebook.com/AfricanAmericanConferenceOnDisabilities/videos/?ref=page_internal

How do we request the presentation slides?

For slides, please email nlunarose@azdisabilitylaw.org

please email me at taylor.ronnie@gmail.com thanks

1) Is it legal for an employer require an employee to work if they are covid positive? 2) Is it legal for an employer to require you to find someone to cover your shift if you are covid positive? 3) Can an employer fire you because you can't/won't come in to work because you are covid positive?

the caption at the link is very good but zoom is so so. Just an FYI

1) how does ADA coverage of covid-19 differ from other temporary illnesses such as Mono or the flu? Meaning accommodations do not need to be provided for Mono or the flu.

If you are high risk for COVID, can an employer fire you for needing to work at home?

Can A disabled child of parent be covered by ADA or FMLA for working from home minimizing risk of getting COVID-19?

It seems like employers can refuse any requests claiming they are NOT "reasonable accommodations"? What are the guidelines to consider for what is reasonable?

While it may not be a legal argument, don't employers have an ethical responsibility to be culturally competent about vaccines? Many BIPOC individuals are uncomfortable getting the vaccine due to a history of abuse by the medical profession.

I'm seconding Syreeta Nolan's question and extending it to higher education. (I'm starting law school and will probably need to be online longer than a lot of my peers.)

Can you give an example of an undue hardship?

Can a deaf/hoh employee who needs to read lips while performing their job, request that those they are interacting with wear a clear face shield, even though this conflicts with CDC and state guidance which says face shields are NOT effective at preventing COVID-19 spread? What if individuals refuse to wear the shield, or don't feel safe doing so?

do they need to prove it is an undue hardship? like with buildings its a percentage of total mods

I give advice on ADA to a large state agency. I need to know what is undue?

face shield employer ?. Employer won't allow for clear masks?

What protection do you have if you work through a staffing company with a client? The staffing company claims they are not responsible for actions of client. And the client claim they are not the employer and not responsible to follow ADA, FMLA, etc.

When asking for accommodations, can an employer place you on FMLA as an "accommodation."

A resource that may be helpful on understanding the ADA is www.understandingtheada.com (Understanding the ADA blog)

If a company has less than 15 employers but received federal funding are they still required to provide reasonable accommodations to the employee with disability??

working remote from home but having to visit families of abused and neglected children.

We've seen more situations of requesting schedule changes. Especially having children doing virtual learning.

Is it a reasonable accommodation for the employer to provide high speed internet for the teleworker?

What do you recommend that an employer have by way of data to show that attendance is an essential function of a job rather than a personal preference.

most are not medically graded so don't meet PPE requirements

I don't understand why a person who teleworks would ever need to provide their own equipment? Employers don't expect employees to provide their own laptops when they work in the office. How is working at home different?

One concern with telework and resources is access to a private space. People may not have a space to speak with clients without roommates overhearing. In this instance, for employers have gone remote, some are considering it an accommodation to have the employee come into the office.

I have requested a copy of the slides, yet is there a way to put a request in for the close captioning log so that I can red though the questions and the answers?

@Michelle, there is an option to "Save Transcript" at the bottom of the transcript window

Off topic about the conference itself to our hosts: Would you consider a hybrid model for future conferences to allow for a continuation of having a national audience and accommodating those of us who are more comfortable at home watching a conference without the travel?

How can the Vocational Rehabilitation help with this process? i am still trying to understand their role in helping individuals with disabilities Find, advocate, remediate for us in a job?

I would like a copy of the slides and recording.

I am very sure that many of the call centers have told their employee that they can work from home as long as they have a computer and internet. It had to be a desk top

For slides, please email nlunarose@azdisabilitylaw.org

Save Chat by clicking on the three ellipses (…) at the bottom of the chat.

COVID-19 now normalizing telework has been a huge blessing to those who live with disability.

Will the slides be available when this conference is posted?

How long is psychological evaluation considered valid? If report is no long on file with the agency what would the employee have to do submit request for accommodations in the workplace.

what would eeoc say to data ?

When asking for accommodations, can an employer place you on FMLA as an "accommodation."

Thanks so much for this wonderful presentation!

general thoughts Mark?

Haven't many of us already proved we can do our jobs from home?

wonderful presentation. what about transcripts?

Perhaps manufacturing and distribution jobs fall into this category.

It sounds like a key consideration is does the RA "fundamentally alter the nature of the business".

JAN

Example: Employee works at Afterschool program and essential function of job is interacting daily with children. If they are not able to be on the job, they would not be meeting the essential function of the job.

They are great! JAN Network!

Is an employer bound to provide training in technology is an employee can do a job from home, but does not have basic computer skills?

What if you have three secretaries doing same job but one needs accommodation and that is the one they insist must come into the office.?

Must you disclose the disability before the adverse action takes place?

Must you disclose the disability before the adverse action took place?

For CLE credit, please email cgutierrez@azdisabilitylaw.org

code is Harrassment

can you repeat for the attorneys

please repeat

ATTORNEYS: For CLE credit, please email cgutierrez@azdisabilitylaw.org, code: harassment

the last slide of the presentation includes this information again and the presenters will repeat verbally

What happens if the harassment came from the HR department?

workshop is a fabulous !! looking forward to it with email me and records thanks

Agree with Ronnie. It's focus on getting ?? answered is fabulous!

Accommodations for one person will not be the same for all. with that being said, if an accommodation was provided but was not the most effective accommodation, what can an individual do?

I think my friend’s rights were violated. He asked for reasonable accommodation. He lost 3 months pay while the employer came up with accomodation. Then they took 2 months pay after that to cover benefits.

Side note: please avoid white background in slides as it (with black/dark text) can challenge certain people with Dyslexia, Irlen Syndrome, light sensitivity, etc. Simply tempering that background with a light shade can make a world of difference for those who are impacted without affecting those who are not

Can other staff members performing some aspects of a job that a person is unable to perform be considered as a reasonable accommodation? For example, if considering telecommuting as a reasonable accommodation & some parts of a job need to be done in-person but other staff are available/able to perform those functions?

ATTORNEYS: For CLE credit, please email cgutierrez@azdisabilitylaw.org, code: harassment

can you copy your attorney on those emails or would that also violate?

Hypothetically – if an employee requests a reasonable accommodation request but is offered a solution that seems to be too much; is the employer obligated to adjust their accommodation proposal?For instance, a simple hypothetical – person requests railings to assist with mobility and the employer counters with an offer to provide a wheelchair. The requestor views the wheelchair as excessive and an attempt to embarrass. Has the employer provided a sufficient reasonable accommodation?

I found it. Check the instructions:

Save Chat by clicking on the three ellipses (…) at the bottom of the chat.

Thanks John

Excellent presentation, thank you.

If you are required to notify employer that you have a disability, can they require you to identify the medical conditions and disability and/or require medical proof?

Please fill out our survey about the session here: https://www.surveymonkey.com/r/MJBVXH8

Awesome session!

Will the unanswered questions be answered at a future point and sent out to us?

Great job, presenters!

nlunarose@azdisabilitylaw.org

Great session! Thank you!

Thank you

Yes, email copy of slides - ealangui@ph.lacounty.gov

Very timely and informative!

Excellent presentation.

Thank you all for the great session!

This was amazing!

https://mailchi.mp/azdisabilitylaw.org/aacd-virtual-conf

A big thank you to the ASL interpreters and thanks for pinning them as the main view!

The Let's Get to Work initiative is the first-ever, statewide employment initiative undertaken by the Arizona Commission for the Deaf and the Hard of Hearing. https://www.changeyourperception.org/

Thank you!

Awesome

Wonderful session!!

Thank you

Thank you!

Thank you!

ATTORNEYS: For CLE credit, please email cgutierrez@azdisabilitylaw.org, code: harassment

Thank you!!

Thanks!

Yes, please email the slides to me: vperkins@vficil.org. The conference has been extremely enlightening!

Thanks!

Thank you!

thanks everyone

Hands waving!

Great session! Thank you everyone!