ROUGH EDITED COPY APRIL-Overview of the ADA and Disability Disclosure 2/14/18 Captioning/CART Provided By: CLOSED CAPTION PRODUCTIONS, LLC. P.O. BOX 278 LOMBARD, ILLINOIS 60148 * * * * * * This transcript is being provided in a rough-draft format. Communication Access Realtime Translation (CART) is provided in order to facilitate communication acccessibility and may not be a totally verbatim record of the proceedings. * * * * * * >> Hi everybody. You are jumping on to the Americans with Disabilities Act, the ADA youth training. We are going to get started in about five minutes. So while you're waiting, please answer the questions on the screen. You can do so by dropping it in the chat box or making a note and then we when we come to you you can share that answer at that point in time. The question is what is one task or job skill made difficult by your disability. We will get started in a minute. If you want to mute from home, you're not muted at this point in time, four minutes I'll mute the line, you can do so by pressing star pound to do that or star hash tag, considering generation We'll get started in a minute. Royster. APRIL ADA >> We are going to get started. My name is Sierra Royster, the youth program coordinator for APRIL, the programs for rural independent living. You are on the webinar teleconference hope any the right place, Americans with Disabilities Act ADA youth training. This is our first of seven series. We are just getting started today. As you can see as you are jumping on, we did go ahead and ask you one question, you can drop it in the chat box. And what is what task or job that is made difficult by your disability. Go ahead and get started. If this is the first time on Adobe platform that's okay. We're going to have an interactive conversation. We're going to do a little learning and have lot of fun. So throughout this we'll be asking you questions, we'll ask you to get involved so please jump in the conversation. You will be able to join in the conversation right now, as you get on the phone the phones are muted to keep down background noise but as we continue we will unmute the line so that you can speak up and join in the conversation. If you have a question while you are muted at the top of the screen if you are on the platform you'll see a person with his hands raise. If you'll click that that will let me know you have a question. Or drop back into the chat box or we also have question and answer time. If you would like to mute yourself when the lines are unmuted you can do so by pressing star pound or star hash tag and the same thing to unmute yourself when you would like to join into the conversation. Were -- we didn't want to overwhelm everybody for the call so we're going to go ahead and get started. If you have questions please feel free to drop them in the chat box and we get to them during the Q&A time. Thank you for registering. There was a little SNAFU that said you can only register for four sessionings, you can register for all seven, you will be receiving information about all seven sessions and so just to let you know a little bit more about what those are going to include, today we're going to be talking about the overview of the ADA, what makes up this law that Americans with Disabilities Act. And then we'll be talking about disability disclosure. We're going to call it the first key. So you have to collect keys throughout this training to assist you with your advocacy after this. February 28th it will be an overview of title 1 which is employment and then reasonable accommodations. That will be your second key. March 14th is going to be requesting accommodations. As we continue talking about title 1 of the ADA so requesting accommodation is that third key. March 28th we'll meet again and do the overview of title 2 which is state and local government. We're going to see how those three that we had learned prior to, how they apply in title 2. APRIL 11th we'll be talking transportation as it falls under title 2 and then APRIL 18th we're going to be covering the overview of title 3, private entities and the three keys that fall into that. Then May 9 will be our last session and that is going to be the overview of title 4, telecommunication and then the overview of title 5, miscellaneous provisions along with those three keys and just reviewing anything else you may have at that point. All right. So we're going to go ahead and get started. This is the first part, we're going to be doing the overview of the ADA and disability disclosure. So I'm going to kick it over to you. It would help if I unmute. Now, Yolanda. >> Okay. Thank you so much. I went through my whole name. My name is Yolanda VARGAS, I work for a youth program that specializes in assisting youth here in California where I'm at. In gaining real world job skills. So that's a program called youth organizing disabled and proud created by the California foundation for independent living centers. What I wanted to do with y'all today is go over some examples that you have provided me, via the ice breaker which is what is one task or job skill that is made difficult by your disability? For example, I have -- I have trouble getting ready for work in the morning because of my CP, so I worked on an accommodation with my employer so that I get a 30 minute lunch but I can also come in later so I have more time in the morning to get ready because for some reason whenever I wake up especially if it's cold I'm rarely stiff and it's hard for me to move around. >> So what we're going to do is we're actually going to go through, I will unmute everybody. So we can hear everything you're doing now. >> What we're going to do is go through the list of you guys, we're going to be together for seven sessions so we want to know who you are, you can say your name and the state you're from and then if you want to share your answers or questions you're more than welcome to do that as well. I'm going to start off with -- did I say that right? He's typing. Do you want to share where you're from? He is from Grier, South Carolina. Thank you for joining us today. And then I also is Alan cruise? Hand popping up now. AlexA Martin joining us from California as well. We have Alicia foster from West Virginia. >> I'm here on the telephone. >> Hello. >> So you'll tell us where you're from and then something just answering that first question, I'll go back so you can reference it. What happen is one task or job skill made difficult by your disability? >> I'm actually here, I work with disabilities. I'm here to learn how to better assist them. >> Perfect. Great. We enjoy having you as part of this. >> Thank you. >> Lee Smith, are you on the call? MARIEL Beth (phonetic)? Hopefully you see that -- Carol Johnson cypress? I'm going through who registered so if you know these people you might have been registered underneath them. I see Miami chatting, Patrick from Miami, Florida. Glad to have you a part of this, Patrick. Not even going to try to attempt that last name. It's an awesome one, though. Are you on today? We have several that couldn't come for all seven sessions so we wanted to see who was here. CLOE Smith. Heard great things about her in Montana already. Sara from California and Scott is in Ohio and he works at a center for independent living and he has cerebral palsy, the thing about my speech impairment on the phone so thank you for sharing, Scott. We'll keep going down. Molly from West Virginia. Her biggest difficulty is having a difficultibility and working, fatigue and working through physical pain. I struggle with a lot of pain myself. Elizabeth Campbell, are you on? Emily Beasley? I know you were on earlier. Is from South Carolina. Glad to have you on. Because of her autism and sensory processing disorder it's hard to focus on work when a lot of people are making noise. Lot of people are talking. So that is super important to know. She's from lexington, South Carolina. Thank you. Emily Robinson, are you on today? Emily Chanel. We have several Emilys. And molly, she's a writer disability advocate from hurricane, West Virginia. She is part of the West Virginia statewide independent living council. WVSILC. All right. Then we'll go through I think there was a couple more that introduced themselves, Kathleen Downs is from New York but in school in champagne, Illinois. She has cerebral palsy and has difficulty navigating spatially. Thank you for sharing, Kathleen. From California. His inability to make my disability a secondary aspect of myself. That's very insightful. Thank you for sharing that. Thank you all for sharing and know any point in time you can jump into the conversation. We'll be checking in with the chat box quite often. And this I wanted to let you know, my name is Sierra Royster, I actually live in -- outside of RALEIGH, North Carolina and I work for APRIL located in Arkansas, I work from home. One task or job, I agree with molly, that I have a lot of chronic pain and so focusing sometimes especially working on a computer can be really tough for me at certain times. So when you work through a computer, working on a computer. I think that is it. Yolanda, did you have anything else? >> Happy Valentine's day. Is all I can think of adding to my sentiment, thanks so much for joining us. >> Perfect. Glad everybody is able to jump on. We're going to get this started so we can start the learning process. And by doing that I am going to go ahead and bring you everybody and we'll open the lines again during our Q&A time. >> You have been muted. Renee Cummings who is going to join us, she's going to be talking about the overview of the ADA and disability disclosure. Thank you, Renee for jumping in and doing that. >> Okay. Thank you, Sierra. Hi, I'm Renee Cummings and as Sierra said. I work for the southeast ADA center in Atlanta but I work remotely so like Sierra, I actually live in North Carolina and it's possible for me to do my job by working remotely which is great. So I'm going to do a quick overview of the Americans with Disabilities Act or ADA and the first point I want to make is that the ADA is civil rights legislation. This is a civil rights law. In fact, all disabilities rights laws are civil rights laws. And the reason why that's important is because from time to time you may hear as I have heard that the law does not apply to certain entities because they were, quote unquote, grandfathered in. And I want to tell you today and please keep this in mind, with the ADA because it is civil rights legislation it has no grandfathering. So think of it this way. When the ADA was passed it didn't apply to only people who were born after the law was passed and people with disabilities before the law was passed do not get their civil rights, that's not true. So there is no grandfathering. Keep that in mind because from time to time you might hear that. All of us as people with disabilities have rights and responsibilities because this is a civil rights law. So I'm going to go through a quick overview of the parts and Sierra kind of referred to all of these when she was looking at the overview of our seven sessions that we will have together. The ADA has five parts, each of those parts is called a title. It's numbered with a Roman numeral. But I'm just going to go through the titles quickly and give the numbers like regular numbers that we're used to dealing with in daily life. So title one is employment. Title 2 is state and local government. Title 3 are all those places of public accommodation out in your community that are private businesses. Places you can go to get goods and services. Title 4 is telecommunications and title 5 is miscellaneous provisions. As we go through this series of seven sessions, we will be looking at rights and responsibilities under each of those five titles. That's why on the left of this slide there's a graphic of a hand with the fingers and thumb raised but it also has a number 5 hidden in the palm of the hand, that refers to the five titles of the ADA. The next slide. The first key as Sierra said that we want to take a look at that is key to getting our rights and realizing our responsibilities under the ADA is the key of disclosure. So disclosure simply means talking about my disability. Sometimes people think that if they have a visible disability as opposed to having a hidden or invisible disability, that people already know all about your disability. So sometimes they even think that it's kind of like lying to not talk about your disability. That is not true. It is always your decision as to what you share about your disability, even if you're a person with a visible disability. So for example, if I were a person using a manual wheelchair, yes, people might know that I have difficulty with getting around and the wheelchair gives me that mobility. But they don't know whether I'm using that manual wheelchair because I may have had an accident that resulted in a spinal cord injury. Maybe just recently or a few years ago, or I might be a person with cerebral palsy and I have had trouble with walking and mobility all of my life. All those details are not necessary for you the share when you disclose that you are a person with a disability. So it is always up to you. You decide how much information you are going to share. Disclosure simply means that you are talking about your disability just to say that you are a person with a disability so you are covered under the ADA. Next slide. So when we talk about disclosure, the first thing we need to think about is when to disclose about your disability. And there are two important points on this slide. First, you never have to tell that you have a disability. Like I said before, even if you're a person that has a visible disability and you think well, it's obvious to people that I have a disability, that may be true but that does not mean that you have to talk about the nature of your disability or to what extent your disability affects you. All of that information is entirely your choice in terms of what you share. Why might you decide to disclose that you have a disability? You disclose that you are a person with a disability in order to get the help you may need or to get what you need. So all of those answers that were given to the first question that we had, where people were putting information in the chat box or if you came on like Yolanda did and shared about what tough difficulty with, that's exactly why you disclose and when you disclose about a disability. It's to get the help you need, some kind of assistance, maybe a personal attendant, that you need assistance from or maybe a certain person that provides a service like a sign language interpreter or audio describer or it maybe an aid or appliance you need, for example, I need a screen reader to do my job and therefore that is something that I would disclose that I am a person with a disability and the difficulty I have is that I cannot read my computer, I need to have a screen reader and that's what I would need to be able to participate and to do my job. Next slide. So also when we think about disclosure we need to think carefully about what do we disclose. On this slide there are two very important points about what you disclose when you disclose that you are a person with a disability. First, how does my disability make it difficult to do something? There again, that goes right back to the question we started with that many of you answered in the chat box or came on and gave information about how because of my disability I have difficulty in doing something, because of my disability I have difficulty in reading standard print. So therefore, there are things that I need and I would have to disclose that I am a person with a disability but that takes care of the fact that I don't have to have any more information that I share if I don't want to about what kind of low vision do I have or any kind of details about the nature of my low vision, that I have had it all my life or anything else like that about the nature or the extent of the disability. I simply need to spell out what is it that I'm having difficulty with. And then I need to let the person know what help do I need. For example, I might need an audio describer to let me know about information that I would be missing in certain situations. I might be requesting a screen reader because I'm taking a college course or some kind of vocational training or for my job, and that would allow me to be able to do what is difficult for me. So those two questions are very important in terms of what dowdies close when you disclose that I am a person with a disability, this is how I'm having difficulty because of my disability. And this is what I think might help me to do what I need. Next slide. When we think pant disclosure, sometimes it's very natural and very normal for people to be unsure about what do I say? What do say when you're going to disclose about disability. On this slide there's good, one is to talk to someone you trust. That someone you trust might be someone who is part of the youth advocacy committee, maybe somebody who is on these calls today, on these trainings and is thinking about the same issues that you're thinking about and you may know some of those people. And that might be the person that you trust and you would want to talk about that with them. If you're unsure about what do I say when I have to ask for help or to get what I need, because of my disability. The last point on this slide is again to remember, is always your decision Even if you talk to someone else about what you're unsure of and you get their ideas or suggestions what to do or what you might need to consider, that's great but you're going to consider that information and it's always going to go back to you decide, it's always your decision and your choice. When you are disclosing about your disability. The next slide, the last thing I want to consider when talking about disclosure is the whole area of social media and what you disclose on social media. So on this slide over on the right there's an image of all sorts of blocks with the symbols for different social media sites. The point that I want to make about disclosure and social media is that you want to be careful about what you share on social media. Keep in mind that what you post on social media can often be seen by employers and potential or future -- future employers. It can be seen by strangers, other people that may be finding out information about you and it maybe more than you really want them to know. And other people that might come to your site or might access what you're posting on your social media. So keep that in mind but then again, always remember that it is your decision. What you share about your disability, whether it's on social media, or sharing in terms of disclosure, it all comes back to it's your decision and your choice, always keep that in mind. So if you have questions about any of this material that we have gone through in a really rapid pace, we are going to have a question-and-answer session. And I'll turn it back to Sierra to see if there are any questions in the chat box. >> I'm going to unmute your lines. >> Your microphone has been turned on. >> So now everybody is able to join in the conference if you muted yourself from home you can press "*" pound or star hash tag to be able to join in to the conversation as well. If you're not sure how to do that you can also -- if you are online you can go to the top and hit the image of that person with their hand raised and that will let me know you also have question as well. There was one comment made, Renee, Scott from Ohio said there's a grandfather clause in if 2010 title 3 ADA standard is that entity -- the 1991 standard. So can you kind of get feedback on that a little bit? >> Scott, I think what you're referring to is actually called Safe Harbor. So there are some allowances in the 2010 standards because the ADA has been in effect for 20 years by the time 2010 standards were rolled out, it makes an allowance for Safe Harbor. So that means there are -- it's kind of technical but there are some allowances in the law for if you came in to compliance before in that 20 years that preceded the 2010 standards, that you could have what's called Safe Harbor. Then again, this is not a grandfather clause. Because technically grandfathering means there are entities totally exempt from the law for whatever reason and with civil rights laws, there is no grandfathering. We don't decide that some people get civil rights and some people do not. But there are in the 2010 standards allowances for Safe Harbor. And that's a whole lot more technical than what we want to go into but I'm glad you raised the point because I wouldn't want anyone to confuse that and think that the 2010 standards did bring in grandfathering because it did not. But because for 20 years people tried to be in compliance with the law as it was initially passed and went into effect, they didn't want the penalize anyone and say okay now we have these 2010 standards and you have to start all over again. And spend a lot of money. We'll go into more depth as we go through each of those titles one at a time. But instead, they provided for Safe Harbor. So if you had worked really hard let's say in the last 15 years before 2010 standards went into effect and you were bringing your business or whatever it happens to be into compliance with the law at that time, the Safe Harbor allows that you would not be penalized. So that's I think Scott what you're referring to. Glad you brought that up because that shouldn't confused with grandfathering. That's an excellent question. Thank you. >> This is Sierra. Thank you, Renee for answering that. I want to give a couple of information pieces to everybody. When Renee was talking compliance, that means they're just following the law. So making sure that what is in the law we are actually pulling businesses and organizations to that standard and making them responsible for that. So they're following that. And then the other thing when we talk about the different -- the 2010 standard and this was made in 1991 and all those different years that we were going -- this law was passed in 1990. So what Renee is referring to is the 2010. So every now and then how often is it, Renee? You can tell me the exact time to revisit the law. >> Every law is supposed to be re-evaluated and reauthorized every five years but I can tell you that federal laws that that applies to much more than the civil rights laws, the Congress has that responsibility and the Congress does not always get to the schedule. So in many cases what happens with the 2010 standards and in the six lessons that we're go fog go over in the series going in future weeks, we may come back to some little bit more information about those 2010 standards but the reason why those came about was because people were finding that they were running into problems getting their rights under the ADA. So it's not a reauthorizing by the Congress, it was actually the people, all of us as advocates, you and me and everybody that is covered by this law as people with disabilities, we actually asked to make some revision and those revision were included in the 2010 standards. >> So just to kind of finish my thought before we jump into these great questions. So every five years the Congress is supposed to look at the laws that are in place and make sure they meet today's standards. So in 1990 they didn't really have a lot of stuff about the Internet and things like that because it wasn't a big thing as it is today so those things have to be revisited so when people are talking about 2010 and the different standards, it continuously gets improved. As advocateds that's one thing to continue to push for is to make sure what we need today is included in there. I'm going to go to molly from West Virginia. She said one place I apply to several years ago post college during the online application they asked me if I had a disability. For company records. Should I be hired, isn't that illegal under the ADA? >> That's a great question, molly. That is illegal unless they make that question optional. Sometimes there will be on an application an optional question and it should be explained when it says optional and one of the reasons why they may be asking this is there are many reasons but one might be we are striving to hire a certain percentage of people with disabilities, like if it's a federal entity, a federal contractor, they may want to make sure their hiring a certain percentage of people with disabilities so they may give you an option and they give everybody that option, it has to be equal across the board. But if they ask a question like are you a person with a disability, it has to be stated as an optional question and it has to be explained there why they're including this. So there should be a positive reason why they're giving everybody that option. Here again, it's still disclosure is always your choice. So even if you are a person with a disability, that optional question does mean optional so unless you feel like there's a good solid reason that maybe they're looking to hire more people with disabilities, therefore it might be in your favor to identify this person with disabilities, but there again you might think no, this is an application, I want my application to be reviewed and considered on its merit and my background and the skills I bring. So even though I am a person with a disability I might choose to leave that optional question blank and not answer it. You're absolutely right. Unless it's an optional question, it is illegal on an application. When we get to the next session on employment, we'll go into that a little bit more. But you're absolutely right. >> What we'll do on the next call to is, what do you do? I worked some people before yes we filled out online applications and it wasn't optional like if you don't do that part, you can't go to to the next part. Thank you for that great question. Kathleen -- I don't have my spreadsheet up. From Illinois. Said can you explain a little further what is different about the 2010 standards? >> That would take us into a lot but what I will do is make a note because I think a lot of the changes in the 2010 standards are going to show up when we get into the individual titles, especially when we start looking at title 2 with state and local government and title 3 with all of those private businesses out in your community. Because there were some significant changes made. But the one I will make sure we talk about next week, not next week, two weeks in the next session, has to do with employment. Because there were a lot of people who were never getting a chance to be considered especially in the area of employment because there was so much argument back and forth in terms of how do we decide who is a person with a disability and who is not a person with a disability. So the -- if you couldn't even prove that you were covered under this law, then there was no way for you to try to get recourse if you felt discriminated against, so that was a big hang up and I will make a note to come back to that and we'll get that a little bit more starting with the next session on title 1 employment. Because until the 2010 standards, set settled some of those arguments back and forth in terms of yes you think you're a person with a disability but no we don't think you are actually a person with a disability so people were left out in the cold. You couldn't appeal to your rights under this law. If they couldn't even answer the question, are you covered by this law. Let's put it on hold. Preview of coming attractions, we can get into the changes that happen and why when we start looking at the individual titles, especially the title 1 employment where we're going the go next. >> >> Perfect. And then Elizabeth Campbell from California, just jumped on and she had a question. She said I was told once by my former COR counselor that if you don't mark on an application that you have a disability when applying for a job you aren't entitled to reasonable accommodation. If and when you're hired. Is that true? >> That is not true. And the next session please join us for that one because we will be looking at that very issue as we look at moving into reasonable accommodations and employment under title 1. Unfortunately a lot of times people do not have correct information. It is still your choice as to when you disclose and how you disclose and what kind of information you give when you does close. That's why we talked about today what is really important. Looking at what are you having difficulty with and that may not even go into your disability at all beyond just saying because of my disability I have difficulty doing -- I'll take Yolanda's example. I have difficulty getting ready in the morning and getting around and being able to get up and running. So therefore, if I have a later start time and cut my lunch hour down to 30 minutes, that's what I need because of the difficulty that is related to my disability. I didn't mention the disability. So you build your case when you disclose on the fact because of your disability you're having difficulty and you need help in a certain area or you need an aid or an appliance or some kind of assistive technology or something that will help you because of the difficulty you're having >> I'm going to end so we can go to our next piece, with Scott, comma, it is your choice to disclose but in some situations such as your requesting accommodation system also a responsibility to disclose. So it is always your choice but if you need an accommodation, that's where disclosing comes in. Because she says a ha, I knew it to your response, Renee. So thank you guys for the questions. There's so many questions when it comes to ADA, it's so involved P. title one, we haven't jumped into, today we are putting the three together to build understanding when you disclose, how dowdies close and all of -- do you, disclose, so understanding that piece is one of the first pieces to knowing what to do in these situations. This is a great conversation. I am going to jump over to Yolanda. For our activity. Yolanda, I'll hand it over to you. >> Hello there. Am I off mute? I want to check. Okay. Awesome sauce. So we are going to do a quick little activity. Basically you see on the screen the breakdown, it will be discussed -- team O, you don't get to choose. Team O first name starts with A through J versus team X, first name starts with K through Z. Each participant will pick either X or O. That's not true. So the first who answers correctly gets to place 13 marker on a -- meaning you get to choose where your marker goes. Thank you, Sierra. All the questions are true and false. So for example, just to clarify, especially those people who might not have their names apparent on the presentation, webinar, I'm forgetting the word for the webinar -- platform. There we go. Please list the first letter of your name or names so we know which team you're on. Again, we have a little reminder that A through J is team O and that K through Z is team X. So these are kind of questions to gauge if you want to answer the question, but you're not 100%, again, it's true or false, you got a 50% chance. And these are also really great little factoids the keep in the back of your mind as you continue on this ADA training. ADA stands for Americans with Disabilities Act. >> >> You can also speak out on the phone as well. Or -- >> Yes. >> Whatever is more accessible for you. >> Scott says true. >> Correct, Scott. So where do you want your marker to be? >> Then to let you know, Kathleen and molly also true, very good job. Good starting off. >> Yes. >> there we go. >> Awesome. Okay. The next question is, if a business has less than 15 employees, it does not have to comply with the ADA. >> Remember you can also speak up on the phone. They all came in at one time. Molly came in first as false. >> It is not false, I believe. So again, the operative word here being less than 15. >> So that way if Kathleen was the first to type in true. >> Yes. >> So Kathleen where would you like your X? >> Now we have one X in the top right corner of the board. While waiting for cath leap to tell us where she wants the X, can you explain again why it is true? >> It is true because the business has less than 15 employees. So it does not have to comply with the ADA. So it's very important to be aware of that because often times especially as a youth myself, I was like oh, no, no, no. ADA. Make a statement, I'm protected, this covers everything especially in regards to employment so again you have to be aware that it doesn't always cover every circumstance and that there are special circumstances and rare occasions where it is not exactly as stated in most ADA and we'll cover those exceptions I'm sure with Renee. I always think that's a fun thing to be like oh, good to know. So we got Kathleen. So the next question is -- >> This may be your last go. All I'm saying. >> I know. Team X is on it. >> Okay. A potential employer can ask you what your disability is during the job interview. This will be less tricky, we'll go for the general -- >> All right. I like that team O stepped up that time. I got Joe, I believe it's Joe and Elizabeth both said false. >> Awesome. You know what, let's heat it up a bit. One side give them two Os to add that tension. We need some of that fire. >> So J ROBLE if you can tell us where you want your O and then I'm going to let Elizabeth tell me where up your O. Might want to wait until J. tells where he's putting his first. >> Bottom left column with an explanation point. Hard to write approximate O with mouse I would like to say. At the bottom for clarification purposes. >> Elizabeth where do you want your O? Since Yolanda made this a serious game? >> Molly says darn. So we'll have an O we know it's an O. O in the top left. And then bottom left, and X -- you have one in the middle and one in the top right. >> Okay. Is this is going to be a tricky one again, an employer has to provide you with an accommodation even if it costs a lot of money. >> You can speak out on the phone too. Scott got it in. False. >> You are right, Scott. The reason for that, if it causes a business undue hardship such ads being really expensive or not -- being able to have in that work space they do not have to provide that particular accommodation, they can work with you to provide something more affordable that works better in that space but they don't have to necessarily provide everything that particular accommodation that you ask for, if they can -- especially if they can find something that works semiwell. So that's something to keep in mind. >> All right, Scott. Where do you want your X? Elizabeth said that's tricky though. >> It is. It's very much, are they being truthful, or they maybe trying to get out of something? But most part they have to prove it's undue hardship so you can challenge if you actually believe it's an undue hardship, so that's an important thing to note. Again, these questions are just kind of get to get your mind thinking about like situations that can occur. Okay DOKIE. So a reasonable accommodation -- let me try that again. A reasonable accommodation is a way to get out of work that you don't want to do. >> Ollie got it, she says false. >> That is true. It's true that it's false. So that is correct. >> I would like to say that everybody that came in said it was false. So molly locate your X while Yolanda explains it. >> The great thing about accommodations are that they help us work. And sometimes people misunderstand what accommodations are. For example say I got a job at pizza place, sorry it's that kind of season. Is they have a job at a pizza place where they had to use a meat slicer. They dip want to use the meat slicer. So they were like I'm going to request a reasonable accommodation that I don't have to use a meat slicer. So I asked them is is that something related to your disability? Is there a reason why you cannot perform that function or might need some other way to do that thing? They were like no, I just don't want to do it. I don't want to cut off my fingers. Which I mean is kind of a valid concern. Because if you have ever seen a meat slicer they're a little by scary but with proper training they aren't necessarily super dangerous. Just because you don't want to do a particular task of your job, even though you actually can, doesn't mean you can be like accommodation, I don't have to do that. So that's something to be very aware of, not to abuse that right. Do we want to move to the next session? I have a few more true an false statements. >> We're going to go ahead and move on. >> Awesome. Great. What we can do when I send out the information after this call, guys, I can include those true or false questions into that. So you can have those over the back to as we go through training. So Xs for the win. A through J maybe next time. Fantastic job, the important part is y'all were getting the right answers and that's what we want you to take from it. That was like a whole participants win kind of thing. But great job. Thank you, Yolanda, for that. So now there is an image of Dr. feelings puppet with a suit and tie on the screen. We just want to spend some time, we don't have a lot of time but we want to see if you have any other questions in regard to disability disclosure. If you have a comment about something you want taken away from these seven weeks, please jump in and share that. Is there a time you disclosed your disability? And maybe didn't go well or you were unsure if you had to or not, does anybody have any comments they want to jump in about that? >> While we're waiting Sierra, I just wanted to make the point that the reason why we started with December cash flow lure is because -- disclosure, is because as Sierra outlined, it is the first key but it is also the important process under all five of the titles of the ADA, that is the key that starts the process of getting our rights and responsibilities under the ADA so we start no matter which title we're under, we start with this whole topic of disclosure. That's why we have started today you asked great questions and looking aid head to places we eel be going when we go -- we'll be going when we go into all five titles in depth but we wantedded to stress that disclosure is the important part of the process because that's where it all begins. >> Really quick jumping back to the first slide. We talked about a lot of stuff, we played a lot of games today, but the question we ask asked at the very beginning, what is one task or job skill made difficult by your disability? Identifying those things on your job that could be easier for you. That is what can be considered an accommodation. That's where you have to decide if that's what you want to disclose or to get that accommodation, Scott was mentions before that responsibility to disclose if you need that assistance. But also can you do something different that maybe you don't necessarily need an accommodation but the first step is identifying those task or job skills. That you can use some assistance with. There's that first part of disclosing. So you don't have to disclose to us but maybe identifying those pieces as we continue through what we have gone over. So really quick. You do have home work. Don't jump off yet. What is a reasonable accommodation? We're going to be talking about reasonable accommodations next time so we want you to go out, do some home work figure out what that is under the Americans with Disabilities Act. Where does that fall for you? Then the next training is going to be February 28th, 2018 from 4 to 5 p.m. Eastern Time, so check time zones to see if you fall. I'll cover the overview of title 1 and reasonable accommodation. I'm actually going to ask if Renee and Yolanda, if you would be willing to stay on because we did have a question earlier that we could not get to, and it took us a little off topic but I want to address it because it is the vote is coming by -- or tomorrow. So Felicia, from California asked if we can talk about the current threats to the ADA right now. I keep seeing it on Facebook but I'm not sure what's going on. I want to just honor that. But please know that you don't have to stay on if you don't want to join in to this comment or discussion real quick but I wanted to throw that out there since it was asked. So before we -- >> I would be glad to jump on that, Sierra. This is Renee. >> Hold on, Renee. >> okay. Go ahead. >> What I'm going to do real quick is turn the doorbell off so if people want to jump off we don't get interrupted then I ooh he will will the you go for it, Renee. >> Okay. Now you're ready the go. >> The current threat which is a really big threat to the ADA is a bill introduced in the house o of representatives at the federal level so all our representatives are probably going to be voting on this tomorrow afternoon and it is a feel with a very misleading title, called the ADA education and reform act. But what it really is dressing up an old bill that has been introduced and reintroduced over the years for the last 10 to 15 years which was previous hi called the ADA notification act. And basically what this bill is trying to do is to say that none of the businesses out there that we will be talking about when we get to title 2 and title 3, none of them have to actually do anything to comply with the ADA unless if -- unless you or I or someone with a disability notifies them in writing in a letter that they have a problem that for whatever reason they are not accessible to people with disabilities or they're doing something in their policies that are discriminating against people with disabilities. In some way they are not in compliance with the ADA as we know it right now. And when they receive that letter, they still don't have to do anything for 90 days but the hardship is really going to be on you and me and people with disabilities because when you tell them that they have a problem you also are required to site the specific place in the law that addresses that problem. Even though we're talking about the ADA at the level we're talking in this training, we're not expected to be attorneys and know the ins and out of law and how to read legalESE and how to interpret what we're reading so this would be a huge and unfair responsibility that's being thrown back on the disability community to identify every time there's a problem out there that some business for whatever reason is not in compliance with the law and you have to let them know where in the law does it say that. And then they still get another 180 days to fix the problem if it's found that you were able to jump through all those hoops and provide them with the written notification that there is a problem, the place in the law where it specifically addresses that problem. And this they then agree to do something. So essentially the threat that you have asked about is that if this were to pass tomorrow, and unfortunately because of the misleading title or for whatever reason there are a lot of representatives that are intending to vote for it. Because they think it's a good thing. The only thing I can conclude is they're being misled by the title that it sounds like oh, ADA education and who wouldn't want that. And ADA reform. Maybe we're going to reform the law and fix some problems but in reality they're going to create mega problems for all of us in the disability community and it's going to allow these entities out to sit back and do nothing until you or I or someone else in the disability community or ally of someone in the disability community notifies them that there is a problem and gives them the specific language from the law that addresses that problem. That's going to be a monumental task for all of us. So the bottom line would be to let your representative know what you think of this threat and you don't have much time because it looks like it's going to be brought to the floor and voted on in the house tomorrow. >> Really quick, what I'm going to do, because we have to wrap up, so that our captioner can go as well, I have just dropped a link into the chat room and that link will tell you more about it and also will give you the information for a letter, if you want to email a letter to them, it will give you the information to your representatives phone numbers and then the issue when you're talking to them, what to say. So it's really does a good job, it is all the websites, I did link that on there. That way you can follow with that. If you have further questions, please feel free to reach out to myself, this is Sierra Royster, I'm the one that will be sending out tons of emails the next few weeks. And I can get you more information if you need that. Again, we need to be active today. And tomorrow morning to be able to make an impact. Scott gives us a little hope that it's come up twice in Ohio and it's failed so hopefully we can get that happening here too. Felicia, that's a really great question and it's really important to know what's going on out there to make sure that we're not learning about a law that we have to do even more in to just access a regular civil rights. So with that I'm going to conclude. Again we will meet again in two weeks, February 28th so we look forward to you joining us then. I am going to drop in a quick three question survey to let me know how this training was because if you don't answer this one we're going to keep doing them because we think you like what we're doing. Letting me know if you want to see anything changed or more information. So that will be dropped in the chat box as well. All right. We will talk to everybody in two weeks.