Shared Solutions – Page 7 – Information for employment specialists supporting Indiana job seekers and employees with disabilities

Job Seekers Involved with Criminal Justice: Understanding Probation and Parole

Posted on August 5, 2020 by wausbrook

According to the Bureau of Justice Statistics, an estimated 32% of prisoners and 40% of jail inmates reported having at least one disability. Prisoners were nearly three times more likely and jail inmates were four times more likely than the general population to report having at least one disability.

We are regularly seeing formerly incarcerated individuals in our offices because a primary concern for any individual newly released from prison is to get a job. The correctional system requires and their family expects them to get a job, any job, immediately. Employment affords them a schedule and income, both of which are factors that can influence whether they become stable in the community or return to crime.

Don’t feel pressured to place them in the first job that comes along. A good job and good wages are the best determinants for a person not returning to prison, so just any old job won’t suffice. As always, you should intentionally consider the impact of culture as you provide services to your participants, and working with formerly incarcerated individuals is no exception. Be aware of your preconceived ideas or personal biases and beliefs.

Probation and Parole: Know the Difference

Although the penalty for a crime varies, the correctional system will usually monitor anyone convicted of a crime regardless of whether or not the sentence includes jail/prison time or early release from prison. This monitoring occurs through probation or parole. Probation is a criminal sentence imposed by a judge instead of incarceration. Parole actually occurs after an individual has spent time in prison; a parole board grants the opportunity to complete their sentence outside of incarceration.

Using a conversational approach will help to build rapport and trust when asking the individual about their criminal history. During the Discovery process, you can provide a variety of activities, such as visiting different companies to observe what employees there do, exploring careers online, or participating in interest inventories and assessments. This process will arm the individual with new insights about themselves, making it more likely that you can match with an employer and career they like.

Some individuals convicted of a crime don’t remember the details, including the actual charge, conviction, and type of sentence served for their criminal offense. You need this information to plan for an acceptable employment outcome, so you may have to do some investigative work to learn their probation or parole status. The Indiana government My Case website allows for a search of Indiana court records. You can search by case, name, or attorney for non-confidential cases in Indiana courts that use the Odyssey case management system.

Know the Conditions of Probation or Parole

Depending on a person’s conviction, they may have restrictions as to where, with whom, and in what vocation they may be employed. Knowing the particulars of their criminal history can prevent you from unknowingly placing them in a job where they are not legally allowed to work, and consequently, where they could be in a position to commit further criminal activity. The courts could revoke their probation or parole for breaking their restrictions.

Check out the resources listed below for a clearer understanding of the conditions for probation or parole.

Promote Benefits for Employers Hiring Formerly Incarcerated Individuals

Concentrating more on the positives that an individual can bring to the employer is important. Learn which of the employers in your community are agreeable to hiring formerly incarcerated individuals, but also seek to educate possible employers to the benefits of hiring individuals released from prison.

First, the employer could qualify for a tax credit known as the Work Opportunity Tax Credit, which gives employers a maximum of $2,400 for each adult hired within one year after they are convicted or released from prison. Hiring these individuals can demonstrate a company’s nondiscriminatory practices and expand the company’s pool of eligible applicants. An employer can benefit an individual and the community by helping a person to get a new start in the community and be less likely to return to criminal activity.

Resources

The Difference Between Probation and Parole

Conditions of Probation & in Indiana

A Look at How Parole Works in Indiana

Work Opportunity Tax Credit

Open Your Eyes: People Who Are Blind Can Work!

Posted on July 7, 2020 by wausbrook

How can someone who is blind work? What can they do? How can you support them in finding and keeping employment? Let’s take a look at some critical features of moving someone with vision loss from unemployment to employment.

Rehabilitation Training: Preparing for Work

Completing rehabilitation training prior to starting Discovery or employment-related services, such as interviewing for jobs, is the first step. Bosma Enterprises, located in Indianapolis, provides on-site comprehensive rehabilitation training in their facility program, as well as Itinerant Rehabilitation Training (IRT). With IRT, a Bosma teacher provides home training in daily living skills so a person can prepare for work. In addition to IRT, a person may receive at-home assistive technology training to be able to use a computer or other adaptive equipment, as well as training with a Certified Orientation and Mobility Specialist (COMS) to learn how to get around safely.

Some out-of-state organizations provide vision rehabilitation services that a person may be referred to depending on their situation. A person with vision loss needs to be able to do their own self-care, be able to navigate independently at home and at a job site, and be trained on work accommodations, such as computer software and magnification aids before the VRC refers them to Discovery or employment services.

Cecilia Buckley, of the Center on Community Living and Careers, recently interviewed Matt Edwards, an employment specialist at Bosma Enterprises, to find out his tips and recommendations for working with folks who have vision loss.

Watch this video of Matt’s interview and pay close attention to what he says about skills for successful employment, disclosure of a vision impairment to a prospective employer, courtesy tips, and the consequences for not being fully prepared for the employment process.

Adjusting to Vision Loss

In addition to rehabilitation training, people with significant vision loss may go through a tremendous adjustment process and require adjustment therapy if the vision loss is new or progressive. It’s vital to be sensitive to that adjustment and understand that it can take time. As an employment specialist or VR counselor, your role in that process is simple: listen.

Watch this video with a Bosma participant and Michelle Shaffer, a Bosma Enterprises social worker to understand more about adjustment to vision loss. While the purpose of the interview was to educate vocational rehabilitation counselors, you can easily apply this information if you are an employment specialist.

Planning for Transportation Needs

If there is no public transportation available, don’t despair. There are always creative solutions. Work with the job seeker to come up with possible alternatives. Paying for transportation from someone who already goes to that same job is a good start. Think outside the box. One of the things that a person with vision loss has to come to terms with if they cannot drive is how they are going to get around. Be supportive and help them come up with workable solutions so that they can experience the benefits and independence of working.

Don’t forget to discuss referral to a benefits analysis by a Benefits Information Network (BIN) liaison to make sure the person is taking advantage of all their benefits, which could include reducing their countable income for transportation and other expenses.

What Are Realistic Employment Goals?

Once someone has completed rehabilitation training and has had some time to adjust to their vision loss, what kinds of job goals can you realistically expect for someone who is blind? Keep an open mind, as there are endless possibilities! Open your eyes and see an award-winning teacher, a magician, a master chef, an adventure enthusiast, and an artist—all who happen to be blind!

2016 Hasbrook Award Winner Kathy Nimmer

Chad Allen, Magician

Christine Ha, Owner of The Blind Goat

Lonnie Bedwell, Professional Speaker, Adventure Enthusiast

John Bramblitt: Award-Winning Blind Painter

As you can see from the above examples, the sky really is the limit. All sorts of opportunities begin with rehabilitation training, followed by a time for adjustment and a thorough Discovery process.

Resources

Blind Etiquette: Six Ways to Be Considerate When Interacting with People Who Have Vision Impairments

Career Advantage for V.I.P.’s

Career Connect for Job Seekers Who Are Visually Impaired

Hadley: The Forsythe Center for Employment and Entrepreneurship

Shared Solutions: How to ‘See’ When You Can’t: Assistive Technology for People who are Blind or Have a Vision Impairment

Social Security Work Incentives for People Who Are Blind

Individuals with Brain Injury Experience Chronic Fatigue

Posted on June 2, 2020 by wausbrook

Assume fatigue is always an issue.

No matter what else you know about a job seeker with a brain injury, assume that fatigue is always an issue. This is true whether the injury was from trauma, stroke, or other causes. In one of her free videos, brain injury coach Nathalie Kelly explains why fatigue is such a huge problem by borrowing a metaphor describing three types of batteries:

A Battery—the most efficient battery and the one most people use for their day-to-day activities. It is normally charged after eight hours of sleep.
B Battery—the “backup” battery that kicks in when the A Battery runs down. It takes longer to recharge this battery.
C Battery—the “crisis” battery, which is used only after both A and B have been used up. It lasts only a very short period and take days to restore the depleted energy.

Processing sights and sounds can drain the primary battery.

For someone with a brain injury, almost all of the energy from the A Battery has to be used just to process the things they see and hear. They don’t have the usual filters to help them focus only on incoming sights and sounds that are important in the moment; consequently, they can be easily overwhelmed by all that is taking place in their environment and expend all their energy. To make matters worse, poor sleep at night is also a common problem, and the inadequate sleep results in the A Battery not fully recharging.

Because the A Battery drains so quickly through sensory overload, the B Battery must fuel everything else that the individual with a TBI does. This includes grocery shopping, driving, figuring out what to wear, and remembering any earlier instructions.

When the B Battery runs out, the C Battery is all that’s left. Unfortunately, when it kicks in, a true crisis is on its way. It takes days to recharge when the C Battery takes over. And yet, it can occur in an instant, even surprising the individual whose brain doesn’t notice warning signs any more.

Avoiding the battery crash can preserve energy.

For that reason, others who do notice signs of fatigue, such as slowed speech or response time, must take quick action before the C Battery kicks in. Remove the person from the situation as quickly as possible and move them into a quiet, dark, and restful place.

Over time, the brain will slowly heal, and the A Battery can be charged for longer and better use. Meanwhile, wearing such things as sunglasses, colored syntonic (therapeutic) glasses, and earplugs or noise-cancelling earmuffs can lower the intensity for individuals with brain injury.

Check out all of Brain Recovery Coach Nathalie Kelly’s Free Video Library explaining a variety of common issues for persons with TBI.

Managing fatigue influences successful employment.

Because of the very problems described above, The Brain Injury Association of America (BIAA) suggests that going back to a previous job must first involve the following considerations with the employer:

Returning to work gradually; for example, starting at three mornings a week or even working from home for a period of time
Returning with shorter hours
Taking more breaks throughout the day
Returning to a lighter workload
Taking on a different role

Gordon Johnson of TBI Voices recommends only working in two-hour increments. These may be separated by quiet, restful breaks, or may be all that the employee with a TBI can tolerate at first.

Once you understand the primary issue of chronic fatigue, you can explore workable options for each job seeker with a brain injury; this will help you to concentrate your efforts to determine other accommodations for their specific functional needs.

Resources:

American Stroke Association
Brain Injury Association of Indiana
Brain Recovery Coach
Brainline
CardioSmart
Journal of Vascular and Interventional Neurology
Shepherd Center
Stroke Connection
Synapse
TBI Voices Accommodating Traumatic Brain Injury at Work video
The Brain Injury Association of America
WebMD

Shooting Down the Triggers for Anxiety Disorders

Posted on May 1, 2020 by wausbrook

May Is National Mental Health Month.

According to the National Alliance on Mental Health (NIMH), anxiety disorders are the most common mental health concern in the United States. Over 40 million adults in the U.S. (19.1%) have an anxiety disorder. During times of exceptional environmental stress, such as a pandemic, anxiety can become overwhelming.

What Does Having an Anxiety Disorder Look Like?

Six common anxiety disorders share features of excessive fear and anxiety and related behavioral disturbances. While fear is the emotional response to a threat (whether real or perceived), anxiety is the anticipation of a threat.

Regardless of the type of anxiety, one thing is common: a relentless and ongoing fear in situations that are not typically dangerous or threatening. This fear can immobilize a person. People usually have one or more emotional and physical symptoms when an anxiety is triggered. Symptoms vary across individuals and can include:

Feeling uneasy or experiencing a sense of alarm
Feeling tense, jittery, or high-strung
Feeling restlessness or irritability
Anticipating the worst will happen
Continually watching for danger coming one’s way
Experiencing shortness of breath, excessive perspiration, a pounding or racing heart
Having body tremors
Experiencing headaches, fatigue, and insomnia
Experiencing an upset stomach, frequent urination, or diarrhea

What Are the Most Common Types of Anxiety Disorder?

The most common anxiety disorders and their definition, cited by the NIMH include:

Generalized Anxiety Disorder: An excessive anxiety or worry, most days for at least six months, about a number of things such as personal health, work, social interactions, and everyday routine life circumstances.
Social Anxiety Disorder: A general intense fear of, or anxiety toward, social or performance situations.
Panic Disorder: Recurrent unexpected panic attacks, which are sudden periods of intense fear that come on quickly and reach their peak within minutes.
Phobias: An intense fear of—or aversion to—specific objects or situations
Separation Anxiety Disorder: Fears about being parted from people to whom they are attached. They often worry that some sort of harm or something untoward will happen to their attachment figures while they are separated.
Selective Mutism: Failing to speak in specific social situations despite having normal language skills. Selective mutism usually occurs before the age of 5.

Finding Employment for an Individual with an Anxiety Disorder

Discuss how the anxiety disorder affects their daily living and how it might likely impact success at work. Based upon this open and honest exchange, your genuine interest will convey your compassion and understanding and begin a trusting relationship with the job seeker.

It is important for an employment specialist (ES) or Vocational Rehabilitation Counselor (VRC) to work closely with the individual’s therapist/support team, if possible, to plan effective methods for addressing a participant’s fears. Because individuals with anxiety disorders tend to avoid situations that have potential for sparking their symptoms, you should discuss any triggers they may encounter in a work setting. Uncovering possible triggers beforehand will make for an easier determination of an appropriate work place, especially when social interaction is expected.

Anxiety will not “stay at the front door” once a person begins working. Once employed, the person’s symptoms may even magnify. The Job Accommodation Network (JAN) offers specific information on their website to work with employed individuals who have an anxiety disorder. JAN suggests key accommodations may include a flexible schedule, a modified break schedule, a private space for the individual to manage a panic attack and/or a support animal or person to accompany the individual on the job.

Remember, the goal is to maintain employment, so consult the employee to determine if further accommodations are necessary. The consult will afford you the opportunity to evaluate the effectiveness of the accommodation and to determine whether any other arrangements are necessary. It is also important to determine if the supervisory staff or other employees, including natural supports, require any training from you. As you move along, you can determine whether on-site or off-site visits will be more helpful to the individual.

What Are the Treatments for an Anxiety Disorder?

Primary treatments for anxiety disorders are medication, counseling and psychotherapy, and learned self-management strategies. Medications require continual monitoring and adjustment, so encourage the job seeker to follow their clinical team’s treatment program.

We are all experiencing chaotic times during our mandate for social distancing, so keep in mind that these guidelines may accentuate fears for those who have anxiety disorders. The Employment Technical Assistance team offers the following resources to support you in your efforts to work with those who have this mental health diagnosis.

Resources Specific to Anxiety Disorders:

American Psychiatric Association: What Are Anxiety Disorders

Anxiety and Depression Association of America Generalized Anxiety Disorder

Anxiety and Depression Association of America Living with Anxiety

Anxiety and Depression Association of America Mobile Anxiety Apps Ratings

JAN Accommodations for Anxiety

NIMH Generalized Anxiety Disorder: When Worry Gets Out of Control

NIMH Panic Disorder: When Fear Overwhelms

NIMH Social Anxiety Disorder: More than Shyness

General Mental Health Resources:

KEY Consumer “Warmline” – Non-crisis line staffed by peer recovery specialists 1-800-933-5397

National Alliance on Mental Illness – Call the NAMI Helpline at 800-950-NAMI, or in a crisis, text “NAMI” to 741741

National Institute of Mental Health Information on Medications

National Mental Health Consumers’ Self-Help Clearinghouse

ODEP Maximizing Productivity: Accommodations for Employees with Psychiatric Disabilities

Society of Clinical Psychology List of Evidence-Based Treatment

Working with Autism: A Positive Approach

Posted on April 1, 2020 by wausbrook

April 2 is United Nations World Autism Awareness Day.

On this special day, people around the globe join efforts to better increase understanding of the complexity of the autism spectrum, as well as to create a worldwide awareness of the characteristics of people with this condition.

We know the numbers: According to a 2015 article by the United Nations, more than 80% of adults with autism are unemployed or underemployed.

We also know the challenges. People with Autism Spectrum Disorder (ASD), by definition, have difficulty with social communication. This can translate into difficulty getting through an interview, and once on the job, overcoming obstacles with social interactions at work. In addition, they may display repetitive motor movements, inflexibility, ritualized behavior, fixated interests, reactivity to sensory input, and/or other challenging behaviors.

So, you may be wondering how you are going to help your job seeker who has ASD get and keep a job.

Fortunately, we have good news

Despite the challenges, employers are starting to recognize the benefits of employing someone with ASD. These employers are targeting this group of potential workers for their specific assets. Check out the positive attributes listed in this Society for Human Resource Management (SHRM) article:

trustworthiness
strong memory
reliability
adherence to rules
attention to detail
pattern recognition
very direct communication style
diversity in thinking
innovation and creativity

In the 2018 article, “Positive Autism,” Wong, Donelly, Neck, & Boyd give a more detailed list to expand on cognitive potential:

interest in arcane or off-beat fields of knowledge
concentration for long periods of time
systematic information processing
precise technical abilities
ability to notice small details
ability to perform repetitive tasks where accuracy, rules and routine are important
commitment to quality
accuracy of work

While not every trait in these lists applies to all persons with ASD, the above attributes can assist you in the Discovery process by providing ideas to uncover your job seeker’s natural skills and abilities—by focusing on the positive. Learning the positive attributes of the individual’s neurodiversity will accentuate your efforts to match the employers’ needs for those skills and abilities, which will ensure a good job match or an avenue for customized employment.

You may ask, “What does neurodiversity mean? It is a concept that’s been around for a while. In a nutshell, it means that brain differences are just that: differences. So conditions like ADHD and autism aren’t “abnormal.” They’re simply variations of the human brain.

Of course, you and your job seeker do have to attend to the challenges of ASD

Temple Grandin provides an excellent list of tips in her online article “Landing a Job.” Dr. Grandin directly writes to the person with ASD, so share the article with your job seekers. Since she has ASD, Dr. Grandin’s experience is invaluable to share with others in her shoes. Among some of her tips:

Differentiate between a tantrum and a reaction to sensory overload.
Develop areas of strength.
Utilize obsessive interests in service of employment.
Find mentors in your field.
Find a way to control aggression and anger (she gives her own example).

Dr. Grandin also gives a very frank list of dos and don’ts while on a job such as: avoiding jobs requiring multitasking, not pestering the boss, doing the things your boss tells you to do, and “do not tell other people they are stupid even if they are stupid.” Because she has the mind of someone with ASD, she is the perfect person to communicate these tips. While to the average person, these things are obvious, they are not obvious to the person with ASD.

Employers such as Microsoft, JP Morgan Chase, Ford, and other companies who specifically recruit people with ASD have established ways of supporting individuals with ASD from the interview process to onboarding as well as with training and social interactions on the job. View the EARN Autism @ Work Playbook and Roundtable for more information on companies who hire folks with ASD.

But don’t just take our word for it! Watch one example of an inclusive hiring initiative in this 3-minute video on the Microsoft Autism Hiring Program and begin to apply some of these positive principles of neurodiversity in the workplace with the job seekers you support with ASD.

Resources

Autism @ Work: Hiring and Training Employees on the Spectrum

Autism Speaks Employment Took Kit

EARN Autism @ Work Playbook and Roundtable

Employment and Autism Tips by Temple Grandin

JAN Accommodation and Compliance Series on Autism

JAN Interviewing Tips for Job Seekers on the Autism Spectrum

Job/Career Development and Preparing the Workplace to Support an Employee with an Autism Spectrum Disorder

ODEP’s Topic Resources: Autism and Employment

Positive Autism: Investigation of Workplace Characteristics Leading to a Strengths-Based Approach to Employment

Promoting the Autism Advantage on World Autism Awareness Day

Special Note: Since the writing of this blog, the COVID-19 pandemic has escalated to the point of social isolation and disruption of routines for everyone. Because routine disruption can be particularly challenging for those on the spectrum and individuals with other disabilities, we invite you to share these resources created by the Indiana Resource Center for Autism (and other centers of the Indiana Institute on Disability and Community). In addition, for those of you working with clients online, APSE has recorded their webinar “Strategies for Providing Remote Employment Supports.”