R1. Disability Coordinators
a. The Health and Wellness Manager (or a health staff designee) and Academic Manager (or an academic staff designee) will function as Disability Coordinators (DC) to oversee the program. Additional DCs may be appointed. Centers may choose to hire a full or part time DC to oversee the program rather than or in addition to appointing an academic and health DC.
b. The roles and responsibilities of each DC will be defined in a standard operating procedure (SOP).
R2. Disability Accommodations
a. Accommodations for Applicants and Students With Disabilities
b. Definition of Disability
For accommodation purposes, a disability is defined as a physical or mental impairment that substantially limits one or more of a person’s major life activities. (NOTE: Applicants and students who have a record of a disability, or who are regarded as having a disability, are protected from discrimination by federal disability nondiscrimination laws. However, the laws do not entitle these people to the positive actions, such as reasonable accommodations, that must be provided to applicants and students with current disabilities.) Form 2-03 contains information explaining this definition, and related requirements, in detail. Whether a particular person has an impairment that satisfies this definition, and whether a specific accommodation is appropriate for a particular person, must be determined on a case-by-case basis by someone with appropriate expertise in the field.
R3. Reasonable Accommodation Process
a. An applicant or student with a disability may request and receive reasonable accommodation to participate in the Job Corps program at any time during the admissions process or enrollment. Each center will have a process for ensuring applicants/students with disabilities who request accommodation, indicate they may need accommodation, and/or provide documentation of a disability are engaged in an interactive process to consider/determine the functional limitations resulting from their disability and the potential accommodations that would allow them to participate in the Job Corps program. An SOP describing this process is required (see Exhibit 5-1) and the center’s reasonable accommodation process will include all the components outlined in Form 2-03.
b. The DCs will coordinate the center’s reasonable accommodation process.
c. During Career Transition Readiness all students will receive information about workers’ rights and responsibilities including reasonable accommodation in the workplace (see Chapter 3, Section 3.4, R23, k).
R4. CIS Disability Data Collection and Accommodation Plans
a. A DC will accurately enter the required data in the disability data collection and accommodation plan icons in CIS as soon as possible after the student enters the program.
b. For students who require TABE testing accommodations, this data will be entered prior to the administration of the first TABE test.
c. Only the DCs will have access to the disability data collection entry screen, disability data report and the accommodation plan report with notes report in CIS.
d. Generally, only the DCs will have access to the accommodation plan entry screen; however, if a designee is appointed to enter accommodation plans, this staff person can have access.
e. All center staff responsible for providing accommodations will have access to the accommodation plan report in CIS.
f. Accommodation plans will not contain any medical or diagnostic information.
R5. Referral Process
a. A written referral/feedback system must be established to document a referral to the DCs when a student discloses a disability and may want reasonable accommodation or staff suspects a student may have a disability that is impacting his/her success in the program and should meet with the DCs to consider reasonable accommodation.
b. All referral forms will be stored in the student’s accommodation file or in the student health record if no accommodation file exists.