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home | about drs | what's new | for job seekers | for employers | for students | for others | en Espaņol | commission information | contact us | links | state link | for media
Many Oklahoma employers are saving time and money by working with DRS's Business and Employment Services Team (BEST) to recruit qualified employees who really want to work. As a result, these businesses are rediscovering dependability, commitment and lower employee turnover. At the same time, these employers are getting a return on their state and federal tax dollars invested in vocational rehabilitation programs.
An Oklahoma study shows that more than 84% of individuals served through Oklahoma's Vocational Rehabilitation and Visual Services' programs are still working after two years, the highest job retention rate of any workforce program.
If you want to save time and money, hire and retain capable, well-prepared employees and build a diverse workforce, we can help you too, free of charge. For more information about employment services for businesses, contact bcburkhalter@drs.state.ok.us or phone our Job Referral Hotline toll free at (877) 739-4319.
DVR and DVS help reduce turn-over by matching qualified, job-ready applicants to your job requirements. We provide pre-employment testing and offer job-related training for individuals we refer. Our staff can customize on-the-job training and support services, if needed. We also provide follow-up services to ensure employees' success on the job and help with affirmative action programs by referring qualified applicants with disabilities.
DVS and DVR offer on-the-job and follow-up training for workers we refer. Our staff can provide disability awareness; sensitivity and etiquette training for all your employees
Our experts can consult with you about special technology to improve workers' productivity. We can analyze job duties to determine how an individual with a disability could accomplish them successfully. We offer practical advice for modifying offices, stores and other work sites, if needed, to make them more accessible to employees and customers with disabilities. DVR and DVS can advise employers on employment issues related to the Americans with Disabilities Act (ADA). We refer you to other resources for more information on disability employment or accessibility, if needed.
DVS and DVR help employers save money by providing information about tax and reimbursement benefits for hiring workers with disabilities, such as:
For more information about services provided to employers, contact bcburkhalter@drs.state.ok.us.
Hiring qualified people with disabilities who really want to work is good for business. A Supported Employment Infolines report indicates that turnover rates for these workers are 5 to 6 times lower - saving businesses time and money by cutting hiring and training costs. If your question isn't answered or you would like additional information, please contact bcburkhalter@drs.state.ok.us or phone our Job Referral Hotline toll free at (866) 739-4319.
Q: When a person with a disability is a job candidate, can I make a hiring decision based on the skills and qualifications required for the job?
A: Yes. Hiring decisions should be based on finding the best person for the job.
Q: Won't my insurance or workers compensation rates go up if I hire an employee with a disability?
A: No. According to U. S. Department of Labor statistics, rates are based on work hazards and a company's accident records, not on whether workers have disabilities.
Q: What if I hire a person with a disability and things don't work out?
A: Studies prove qualified people with disabilities make good employees. Some may need changes in the work place, known as job accommodations, to level the playing field. However, if an employer is not satisfied with job performance, an employee with a disability can be treated like anybody else.
Q: Aren't job accommodations complicated and expensive?
A: Most workers with disabilities don't even need work place changes. When they do, the average cost of a job accommodation is $200, according to research from the Job Accommodations Network.
People First: A language guide to help you put the person first when communicating about people with disabilities
Language is powerful. The words we choose to talk about people with disabilities can spread awareness and enlightenment, or can perpetuate prejudice and misconception. Today, most Americans with disabilities prefer to be referenced using "people first" language that respects the dignity of the individual.
Words with Dignity
- Person with a disability
- People with disabilities
- Person who is blind
- Individual who is deaf
- Person with cerebral palsy
- Person who had polio
- Person with mental retardation
- Caused by "…"
- Disabled since birth¨
- Born with "…"
- Person who is deaf
- Person who is hard of hearing
- The Deaf and hard of hearing
- Person who uses a wheelchair
- Person in a wheelchair
- Person who walks with crutches
- Nondisabled
- Person without a disability
Do Not Use
- The handicapped
- Crippled with "..."
- Victim of "…"
- Spastic
- Patient (except in medical context)
- Invalid¨ Stricken with "…"
- Sightless
- Afflicted by "…"¨ Incapacitated
- Deformed
- Birth defect
- Deaf and dumb
- Deaf mute
- Confined to a wheelchair
- Wheelchair-bound
- Restricted to a wheelchair
- Lame
- Normal person (acceptable only for reporting statistics)
Points to Remember When You Meet a Person with a Disability
- Remember that people with disabilities are people first.
- Explore your mutual interests in a friendly way. The person has many interests besides those concerned with the disability. Talk about the disability only if it comes up naturally.
- Offer assistance if asked, or if the need seems obvious, but don't overdo it or insist on it. Respect the person's right to indicate the kind of help needed.
- Remember that difficulties the person may face can stem more from society's attitudes and barriers than from the disability itself.
- Be considerate of the extra time it might take for the person with a disability to get things said or done. Let the person set the pace in walking or talking.
- Speak directly to a person who has a disability. Don't consider a companion to be a conversational go-between.
- Never start to push a wheelchair without asking the occupant if you may do so.
- Don't lean on a person's wheelchair when talking or in other settings.
- Don't remove a wheelchair or assistive device out of reach of the person using them.
- When pushing a person in a wheelchair up or down steps, ramps, curbs or other obstructions, ask the person how he or she wants you to proceed.
- Give whole, unhurried attention to the person who has difficulty speaking. Don't talk for the person, but give help when needed.
- Be alert to environmental barriers in places you may want to enter with a person who has a disability. In addition to parking, ramps, accessible restrooms and maneuvering space for wheelchairs, consider lighting adequacy for sign language interpreting and absence of head-height obstacles for people who are blind.
Points to Remember When You Meet a Person Who is Blind
- The term "blind" does not always refer to total blindness. A person is "legally blind" if his/her best corrected vision is 20/200 or less in the better eye or if the visual field is restricted to 20 degrees or less. Legally blind persons can have varied types of vision loss and different abilities to use their remaining sight.
- When loss of vision occurs, one does not gain another sense. The remaining four senses are strengthened out of necessity.
- Colors and denominations of bills are not determined through touch. Blind people have various ways of keeping track of their money and matching their clothes. For example, bills may be folded differently for each denomination. Braille color tags, buttons or other markings can be sewn on clothes to signify color. Being well organized and using one's memory are important assets that help a blind person function independently.
- When walking with a blind person, always let him/her take your arm.
- When going through doors with a blind person, precede through the door ahead of the individual rather than pushing him/her through first.
- Don't hesitate to offer assistance to a blind person, but do not be offended is her/she refuses it.
- Speak in a normal tone of voice when talking with blind people. Talk directly to them and not to the person accompanying them. If possible, call them by name, and if not, touch them lightly on the arm or shoulder to indicate you are referring to them.
- When showing a blind person to a chair, place his/her hand on the back of the chair.
- When assisting a blind person, never grab their cane or give directions to their dog guides.
- Do not touch, feed or speak to a dog guide. Dog guides are working animals and their undivided attention and loyalty for their master is essential to maintain the safety and quality of their work.
Tips for Communicating with People Who are Deaf or Hard of Hearing
- DO be aware that even a small hearing problem can hamper a person's ability to understand what you say. DON'T assume that a hearing aid corrects hearing loss.
- DO get the Deaf person's attention before you begin to speak, and DON'T start speaking without it. It is acceptable to tap a person lightly on the shoulder or arm or to wave a hand, small piece of paper or cloth gently in the person's direction to attract his or her attention.
- DO face the Deaf or Hard of Hearing person and maintain eye contact throughout the conversation. DON'T talk directly to the interpreter, but always to the Deaf person.
- DO stand close to the Deaf or Hard of Hearing person. DON'T let any object obstruct the person's view of you. DON'T, for example, talk while you write on a chalkboard.
- DO make sure the Deaf person can clearly see your mouth and face. DON'T eat, smoke, chew gum or hold your hand in front of your mouth while you talk.
- DO stand in a well-lighted place. DON'T stand with your back to a light source such as a window. This throws your face into shadow and makes it difficult to see clearly.
- DO try to converse in a quiet place. DON'T assume that background noise makes no difference.
- DO speak and enunciate clearly, but DON'T exaggerate your lip movements.
- DO use your voice, but DON'T shout. Many Deaf people can get some information through sound, but shouting distorts both the sound of words and lip movements.
- DO use facial expressions and body language to clarify your message. DON'T be embarrassed to be expressive.
- DO rephrase sentences that Deaf people don't understand. DON'T just repeat the same words over and over in the same sequence.
- DO use pencil and paper or visual aids as necessary. DON'T be embarrassed about writing things down.
Telephone Etiquette with People Who are Deaf or Hard or Hearing
- A person who is deaf, hard of hearing or speech-impaired can communicate by telephone.
- By using a TTY, a device that consists of a keyboard and display screen, with the telephone handset placed on top of the TTY or a direct phone line connected to the TTY.
- By using a State Relay Service where the Relay operator functions as an interpreter by voicing what is being typed on the TTY and typing back what has been voiced. Relay: (800) 522-8506 Voice and (800)722-0353 TTY.
- By having an interpreter in person to facilitate the call.
- When using a TTY only one person should talk (or type) at a time. On a TTY or through Relay, use "GA" for "Go Ahead" when it is the other person's turn to speak.
- Always begin a TTY or Relay conversation by identifying yourself. Remember the Deaf or Hard of Hearing person cannot recognize your voice. Let each other know if the call is being transferred or another person is taking over the conversation.
- Be concise with communication. Avoid using extensive vocabulary when a more simple and common word would get the message across.
- Use abbreviations and limit the use of punctuation and the backspace key when typing on the TTY. Some commonly used abbreviations are "U" for "you," "PLS" for "please," and "HLD" for "hold."
- How can you tell if you are receiving a TTY call? When answering the phone, you will hear one of three things: a beep or data line sound, an electronic voice message saying "Hearing Impaired Caller," or silence.
- How do you know if you are receiving a Relay call? The Relay operator will ask if you have used Relay before, and will explain the procedure if you have not.
- How do you know if you are receiving a call that is being interpreted? Usually the Deaf caller will identify himself or herself by saying "Hi, this is Susan. I am talking through an interpreter."
- Remember to allow time for the interpreter or Relay operator to type or voice what is being said.
Americans
with Disabilities Act (ADA)Facts About the Americans with Disabilities Act (ADA)
Title I of the Americans with Disabilities Act of 1990 prohibits private employers, state and local governments, employment agencies and labor unions from discriminating against qualified individuals with disabilities. in job application procedures, hiring, firing, advancement, compensation, job training and other conditions of employment.
For more information, contact the Americans with Disabilities Act (ADA) Technical Assistance Program [http://www.usdoj.gov/crt/ada/adahom1.htm] or phone (800) 514-0301 Voice or (800) 514-0383 TTY.
By definition, an individual with a disability is a person who:
A qualified employee or applicant with a disability is an individual who, with or without reasonable accommodations, can perform the essential functions of the job in question
Reasonable accommodation may include, but are not limited to:
Employers are required to make accommodations for known disabilities of qualified applicants or employees if it would not impose and "undue hardship" on the operation of the employer's business. Undue hardship is defined as an action requiring significant difficulty or expense when the employers' size, financial resources and the nature and structure of the business are considered.
Employers are not required to lower quality or production standards to make accommodations. They are not obligated provide personal use items such as hearing aids or glasses.
Employers can not ask job applicants about the existence, nature or severity of disabilities. However, they can ask about applicants' ability to perform specific job functions. Medical examinations may be a condition of employment, but only if the examinations are required for all new employees in similar jobs. Medical examinations must be job-related and consistent with employers' business needs.
Employees and applicants currently using illegal drugs are not covered by the ADA. Test for illegal drugs are not subject to ADA restrictions on medical examinations.
The U. S. Equal Employment Opportunity Commission (EEOC) enforces the provisions of Title I of the ADA.
Charges of employment discrimination based on disability may be filed at
any U. S. Equal Employment Opportunity Commission field office. Offices are
listed under U. S. Government in telephone directories. For information on
EEOC-enforced laws, call (800) USA-EEOC toll free or (800) 800-3302 TTY/TDD
toll free.