Hi all!
Please let me know how you cover the expenses of assistive & adaptive technology (personnel, equipment, programs, ongoing support) for your disability populations? Does your campus pick up the expenses or are they covered by grants (TRIO, PERKINS, etc)
Any ideas and suggestions would be greatly appreciated!
Thanks
Loreta
Loreta Paniccia
[log in to unmask]
Broome Community College
Binghamton, NY 13902
-----Original Message-----
From: Open Forum for Learning Assistance Professionals [mailto:[log in to unmask]] On Behalf Of Joy Deleon
Sent: Friday, February 04, 2011 3:55 PM
To: [log in to unmask]
Subject: Fwd: [ICUlist] ADA Coordinators & Access Plans
Nancy and all,
This was recently discussed on a listserve for folks who work with students with disabilities at Independent Colleges and Universities (ICU). I have forwarded these conversations. I am sorry for the "junk" that comes with it, but I didn't have time to edit it down.
I hope that this helps,
Joy
Forwarded conversation
Subject: [ICUlist] ADA Coordinators & Access Plans
------------------------
From: *Copney-Okeke, Linda* <[log in to unmask]>
Date: Mon, Jan 31, 2011 at 9:37 AM
To: "[log in to unmask]" <[log in to unmask]>
First, I know where ADA Coordinator positions are located on our campuses was recently discussed back in October, and most schools who responded pointed out that the position was located either under VP Administration or in HR. We have been without an ADA Coordinator for a few months due to changing personnel, and we are considering or have asked our HR person if they would be willing to be the Coordinator. I have a meeting tomorrow in regard to this and would like feedback from my peer institutions about the
following:
1) I know that Section 504 requires a coordinator & that ADA supports
but does not directly require one for private institutions. Can you point me to where in both laws it states this requirement.
2) Do you have a job description for an ADA Coordinator at your school
that I can look at?
3) What specific responsibilities does your ADA Coordinator have? Is
it just hearing grievances or are they responsible for the overall coordination of compliance efforts across campus including entities such as facilities and construction.
I do not want for this responsibility to fall into my lap for the sole reason that while I can point out problems with compliance, I do not have any authority to make compliance happen. I would like to ensure that we have someone in place who actually has a voice at the table where decisions are being made.
Second, we have not done an access plan in quite a while (our former ADA Coordinator had planned to conduct one, but left), and I am wondering if others are redoing one now that the ADAAA amendments have been passed. Is there a template of some kind to look at?
Thanks in advance for any input you can give me.
Linda Copney-Okeke
Director, Campus Access
Services<http://www.newhaven.edu/student-life/CampusLife_StudentAffairs/Campus_Access_Services/>
University of New Haven
"*A Leader in Experiential Learning*"
300 Boston Post Road
West Haven, CT 06516
Phone: (203) 932-7332
Fax: (203) 931-6082
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From: *Shirley Tucker* <[log in to unmask]>
Date: Mon, Jan 31, 2011 at 10:01 AM
To: "[log in to unmask]" <[log in to unmask]>
Please post to list.
Thanks,
Shirley
*Shirley E. Tucker, Ed.D., Director, *
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*CONFIDENTIALITY NOTICE/FERPA PRIVACY RULE: T**his message may contain information that is privileged, confidential and exempt from disclosure under applicable law. If you are not the intended recipient of this message, please do not disclose, forward, distribute, copy, or use this message or its contents. If you have received this communication in error, please notify me immediately by return e-mail and delete the original message from your e-mail system. Thank you.
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>>> "Copney-Okeke, Linda" <[log in to unmask]> 1/31/2011 10:37
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From: *Steiger, Gavin* <[log in to unmask]>
Date: Mon, Jan 31, 2011 at 10:22 AM
To: [log in to unmask]
Hi Linda,
I can't answer your first 2 questions, but I may be able to help with the 3rd. I believe the ADA coordinator will have a wide range of responsibilities. Along with the one's you mentioned, the ADA coordinator would also be responsible for all other aspects of campus compliance (e.g., web accessibility and accessible technology [remember the Penn State case], perhaps overseeing visitor requests, assisting in emergency planning, and employment issues). Ideally, I would wish the ADA Coordinator to be someone outside of HR so that if an employee files a grievance it would go to a third party. However, I recognize that this typically does not happen at small universities and colleges, including Trinity.
*__________________________________*
Gavin Steiger, M.Ed.
Coordinator, Disability Services for Students
Trinity University
One Trinity Place, Box 85
San Antonio, TX 78212-7200
Phone: 210-999-7411
Fax: 210-999-7848
Office: 215 Coates University Center
www.trinity.edu/dss
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From: *Joy Deleon* <[log in to unmask]>
Date: Mon, Jan 31, 2011 at 1:31 PM
To: [log in to unmask]
Hi all!
I found an old string of emails relevant to this question. The discussion/question was initiated when I read an article in *Disability Compliance in Higher Education* (Vol 15, Issue 7, February 2010) which I would recommend.
We had been operating under "ADA Coordinator by Committee" and as a result of these discussions designated our VP for Administration (who is over HR and physical plant) as our ADA Coordinator - because he had the power to get some things done and was over 2 of 3 of the main areas (and we would work together on areas that overlapped).
I am also attaching some information that I copied from various sources to prepare for that decision.
I hope that this is ultimately helpful.
Joy
__________________________
Email string starts here:
Hi Joy, both 504 and ADA require us to do so!
35.107 Designation of responsible employee and adoption of grievance procedures.
(a) Designation of responsible employee. A public entity that employs 50 or more persons shall designate at least one employee to coordinate its efforts to comply with and carry out its responsibilities under this part, including any investigation of any complaint communicated to it alleging its noncompliance with this part or alleging any actions that would be prohibited by this part. The public entity shall make available to all interested individuals the name, office address, and telephone number of the employee or employees designated pursuant to this paragraph.
(b) Complaint procedure. A public entity that employs 50 or more persons shall adopt and publish grievance procedures providing for prompt and equitable resolution of complaints alleging any action that would be prohibited by this part.
ADA Coordinator by Committee
Three years ago, I was working at another institution where my role was that of an ADA Coordinator. At Trinity and my former institution, the ADA Coordinator role was kept separate from HR and DS. I think there can be a number of advantages to this organizational structure.
At Trinity (since we are a small private liberal arts school), the ADA Coordinator is also the VP for Fiscal Affairs. This structure is nice because she controls the pot of money we have for ALL accommodations (HR, DS, visitor, and campus renovation). Having a central pot of ADA-specific money means that individual departments don't have to scrounge for money to pay for an interpreter, or purchase an expensive piece of AT. At my other institution (a large public land-grant school), the position was housed under the Office of Institution Equity. This, too, was a very good fit since one role of the ADA Coordinator is to ensure campus compliance with the ADA and non-discrimination (the heart of the ADA!) The DS and HR offices can usually address their own issues and deal with them appropriately. Sometimes it is nice to get a second opinion from another person on campus though.
Along with ensuring campus compliance with all aspects of the ADA (employment; public access for employees, students, and visitors; education; technology; etc.), the ADA Coordinator will often be the person who will deal with grievances. If the ADA Coordinator is also the DS provider or the HR staff person, then the ADA Coordinator may not have an objective third-party analysis of the grievance because of the vested interest they may already have with the case. This is where it is nice to have one specific person who makes the final decision.
I most often contact the ADA Coordinator at Trinity when I am dealing with an expensive accommodation request (e.g., CART) or if I have a vested interest in campus construction/renovations (e.g., new science building).
This is not to say, though, that you cannot or should not have more contact with *your* ADA Coordinator. I don't have a job description to pass along, but you may want to contact Scott Lissner at Ohio State. He is the ADA Coordinator there and may be able to provide you with more information about his role. Please let me know if I can help further.
San Antonio, TX 78212-7200
215 Coates University Center
www.trinity.edu/dss
Hi Joy, problem i see is that this person and office and phone have to be prominently displayed and advertized as the place to go, difficult when
there are 3 of you to consider. With us the ADA officer is also the vp
for ADA/504/equity/diversity and used to be AA, but NE voted AA out this year. But his name is prominently listed on everything as the ADA, then we are his little toadies and minions :-)
---------
Considering that most of the settlement agreements and both ADA title II and the 504 regulations state that the college must provide notice of its designated an ADA Coordinator and include the person's name and the disability grievenace procedures in publications, I don't think having a committee act as ADA Coordinator would be sufficient. The October 2009 issue of DCHE discusses this in the "OCR Finds Fault with Disability Coordinator's Lack of Training" article. Section 504 section 104.7 is entitled "Designation of responsible employee and adoption of grievance
procedure". You may want to get these two sources and present them to
your college.
Carole
I agree with Linda. Also, I have 2 other questions: 1) Who is responsible for providing accommodations to visitors? 2) Hypothetically, if an employee or student wishes to file a complaint because they want to challenge an accommodation request that was denied, to whom do they make this complaint?
Who is responsible for responding to grievances filed against either office?
(BTW, I hope you never have to deal with this issue, and I guess I asked 3 questions).
In my experience, I believe there should be an ADA coordinator who is responsible for campus-wide disability compliance, responding to visitor requests, and addressing grievances should they be filed. I believe this person can wear hats outside the ADA coordinator role and should be someone outside HR and DS to maintain objectivity.
Gavin
Teresa said:
<< Have you ever heard of such a split? I haven't, I assume the 504 coordinator is the 504 coordinator, and isn't normally just for students or just of employees. Right? Or possibly right? >>
The problem is that the split you are describing is NOT that unusual. It is not unusual for there to be very separate folks handling employees and students, with no middle ground between them. The problem is that there is NO ONE assigned to handle a big chunk of things that fall under neither the "student" or "employee" realm. The school needs to clearly designate someone (and give them a budget) to do what is generally considered to be the COORDINATION aspects of 504/ADA for the campus.
Try asking this question: "If a student who was graduating had a parent who was Deaf and needed an interpreter, who would be responsible for gathering that information, making arrangements for the interpreter, and paying for it?" Once they answer THAT question, they have identified who they want to be TRULY in charge of 504/ADA coordination (beyond the things you and what's-his-name are doing now). If they want that to be YOU, I would be inclined to accept the responsibility IF it came with both the authority and some additional budget to make things happen.
Janie
We have had this situation. A parent contacted the registrar because the registrar sends out information about graduation and a note indicating she should be contacted if there are special needs. The registrar contacted me and I told her that the department responsibile (financially) for the graduation ceremony should hire an interpreter--and then I gave her several names of interpreters. The registrar's office paid for the interpreter fee.
We have had similar situations with orientation week, when parents are on campus. The orientation budget picks up the costs and coordinates the service and I help with that part if they want it.
(We are a small school of about 1300 students.)
____________________________________________________________________
Fellow Listers-
I have been asked by the woman who was just made the ADA Coordinator to find out what exactly that entails.what duties and responsibilities does that title typically include?
Could anyone recommend a good resource/manual/etc for her?
Many thanks in advance-
Lynn
Lynn M. Walden
Coordinator, Disability Services
Northern Michigan University
2001 C.B. Hedgcock
1401 Presque Isle Ave.
Marquette, MI 49855
(906) 227-1737
FAX (906) 227-1714
Lynn,
Scott's website has his job description which I think is very helpful.
http://ada.osu.edu/
LRP also puts out a very good book on ADA Coordinators responsibilities. It was written by three ADA Coordinators who are members of AHEAD.
Emily Singer
Director
Disability Support Services
The Catholic University of America
620 Michigan Ave NE
207 Pryzbyla Center
Washington, DC 20064
202-319-5211 phone
202-319-5126 fax
[log in to unmask]
http://disabilityservices.cua.edu
Hi Lynn,
Here's a description of our ADA's (Human Rights Compliance Officer) duties. This is from the website, not the job description, but it gives you an idea. BTW, our previous ADA asked me the same question. There is a job description, but how it plays out is different for every institution. Also, some duties vary. Here ya go:
"Reporting directly to the President, the Director of Human Rights, Access & Inclusion provides professional and authoritative advice with respect to University matters that concern discrimination, diversity, equity and harassment issues. The position serves as the University's Affirmative Action/Equal Opportunity Officer by ensuring compliance, reporting and enforcement in the areas of discrimination and harassment for students, faculty and staff.
As such, the Director of Human Rights, Access & Inclusion audits practices and advises university managers, supervisors and employees on compliance with University policies related to diversity and human rights, including equal employment opportunity, affirmative action, harassment (including sexual), disability discrimination and other forms of discrimination; undertakes necessary related investigations and prepares recommendations and written reports; assists in carrying out policies and strategies that integrate diversity and human rights into the University's strategic goals and its Diversity Plan by coordinating and collaborating with other UI offices; provides guidance and support to the Dean of Students, who is responsible for investigating incidents of discrimination in which a student is the alleged perpetrator; serves as the university's Americans with Disabilities Act coordinator, monitoring ADA activities for compliance with University, state and federal policies; develops and delivers training regarding discrimination, diversity and sexual harassment prevention."
I hope this is helpful.
Gloria
-----Original Message-----
From: Disabled Student Services in Higher Education [mailto:[log in to unmask]] On Behalf Of Lynn Walden
Sent: Friday, August 28, 2009 8:34 AM
To: [log in to unmask]
Subject: ADA Coordinators
There are a couple of Thompson publications that I really appreciate, The Guide to Workplace Accommodations, and the ADA Compliance Guide. The former gives nice ideas about processes, updates, regs, etc. and the latter gives a monthly newsletter and keeps me updated on where things are at and headed.
For those that get Disability Compliance for Higher Ed, it has that feel but comes at it from a more employer/employee perspective. There are a couple of great conferences that they could attend that may help as well, although I don't think there's one for a while (might be one in Oct.). I went to one in June in KC that was quite good. They gave TONS of handouts that I'd be willing to share she'd like to contact me.
Wish her luck, I feel her pain,
---Ed
Edward A. Martinelli, Jr., Ph.D.
Director, Accessibility Services
ADA Coordinator
LC 312
Utah Valley University
800 W. University Parkway MS-190
Orem, UT 84058-5999
(801) 863-8747
(801) 863-8377 (fax)
This is what DOJ has to say about the job
ADA Best Practices Tool Kit for State and Local Governments <http://www.ada .gov/pcatoolkit/abouttoolkit.htm> Chapter 2 <http://www.ada.gov/pcatoolkit/chap2toolkit.htm> Addendum:
Title II Checklist <http://www.ada.gov/pcatoolkit/noticetoolkit.htm>
(ADA Coordinator, Notice & Grievance Procedure) L. Scott Lissner, University ADA Coordinator Office Of The Provost, The Ohio State University
1849 Cannon Drive
Columbus, OH 43210-1266
(614) 292-6207(v); (614) 688-8605(tty)
(614) 688-3665(fax); Http://ada.osu.edu <http://ada.osu.edu/>
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Joy
Joy de Leon
Assistant Dean of Students
Director, Learning Enrichment and Disability Services
Beloit College
700 College Street
Beloit, WI 53511
(608) 363-2572 (office)
(608) 363-7059 (fax)
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Joy de Leon
Assistant Dean of Students
Director, Learning Enrichment and Disability Services
Beloit College
700 College Street
Beloit, WI 53511
(608) 363-2572 (office)
(608) 363-7059 (fax)
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