Accommodating disabilities

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View in FEMA Multimedia Library FEMA offers training on accessible emergency management that is inclusive of individuals with disabilities and others with access and functional needs.

The course provides an overview of disabilities and access and functional needs and explains how disaster staff can apply inclusive practices in their disaster assignments.This course is for experienced emergency planners to learn about access and functional needs and Universal Access.Course Objectives: For upcoming offerings, search course schedule with the following link: https://gov/emicourses/In her testimony before the Commission, Nancy Delogu, counsel to the Institute for a Drug-Free Workplace, Mark Rothstein, professor of law and director of the Health, Law and Policy Institute at the University of Houston, concurred with Ms. employers are having a difficult time making a determination. 1998) (alcoholism is covered under the Rehabilitation Act); Mararri v. 1997) (the ADA treats drug addiction and alcoholism differently). Delogu, testifying before the Commission that the EEOC should engage in some sort of interpretive statement and, after consulting with experts in the rehabilitation community,could offer guidance that would be very helpful to employers in this area such as stating a particular length of time that an individual must be stable and making progress or require certification of an individual who had a substance abuse problem from some professional that they were making good progress before they would be covered [by the ADA], because . The courts have been reluctant to set out specific time periods, and this is an area that has caused a great deal of concern.

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In her testimony before the Commission, Nancy Delogu stated: It is causing great difficulty for employers to determine exactly when they may take discipline against an employee who may have had a disciplinary problem, tests positive or admits to a substance abuse problem, comes into rehabilitation for maybe 30 days. An applicant or employee who tests positive for an illegal drug cannot immediately enter a drug rehabilitation program and seek to avoid the possibility of discipline or termination by claiming s/he is now in rehabilitation and is no longer using drugs illegally.

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