Summer 2004
In This Issue:
- Network News: Chapter Networks Meet for First Annual Workforce Network Conference
- Dealing with Stress in the Workplace
- Teleworking - Making it Work
- ODEP Releases Report of Emergency Preparedness for Employees with Disabilities
- Resources
- DRS Launches NEW look
Chapter Networks Meet for First Annual Network Conference
Over 90 members from Workforce Network chapters including Roanoke, Charlottesville, Luray, Shenandoah, Culpeper, Richmond, and Winchester gathered last May at the Frontier Museum in Staunton to attend the "Regional Workforce Network Conference". The event, which was hosted by the Rockingham/Augusta Network, brought together members from the region's local Network chapters for the first time to share their Networks' success, concerns, and opportunities for improvements.
 Mike Somers and Ethel Walker, DRS Business Development Managers, give a summary of DRS' presentation on the Network model, entitled Virginia's Workforce Networks: A Strategic Approach to Employer Outreach" |
"It was an exciting time for everyone to hear how each Network has impacted workforce development in their area," said Mike Somers, DRS Business Development Manager and co-facilitator of the conference. "People were able to gain a true understanding of just how much these Networks foster collaboration, partnership, and teamwork."
Manpower and Home Depot made presentations regarding their experience in recruiting and partnering with the Network. Information was also shared regarding the Assistive Technology Loan Fund as a resource of financial assistance for people with disabilities as well as businesses. The program concluded with a round table session involving representatives from each of nine Networks discussing how their Network operates and the effective strategies that worked for them.
Discussions also covered how the Department of Labor's Work Incentives Grants are enabling One-Stop Centers across the Commonwealth to integrate the Network model into the One-Stop system. Recently, the Capital Area Workforce Investment Board (CA-WIB) received its second two-year Work Incentive Grant to continue efforts in increasing the accessibility of facilities, programs, and services offered at One-Stops to customers with disabilities.
"I am pleased to see the Network model incorporated in these statewide activities," says Ethel Walker, Central/Eastern Region Business Development Manager and creator of the Workforce Network concept. "Collaboration between the workforce representatives, community organizations, and businesses makes for better productivity for all involved."
The Workforce Network is an alliance of workforce development professionals, which include both public and private organizations, designed to enhance partnerships with the business community. For more information about the Workforce Networks, please visit http://www.vdrs.org/wfnoverview.htm.
Dealing with Stress in the Workplace
Stress on the job is not new to the American workforce. However, recent events, such as elevated terror levels and a poor economic climate, have exacerbated workplace stress. Combine these with workforce downsizing and even the most tempered employee may feel extreme workplace stress on occasion.
Recognizing and treating stress is a complicated process. Everyone has their own level of stress that they manage on a daily basis. When this level increases it can motivate an employee to focus and be organized or it can lead to distractibility and depression. Stress is one of the leading causes of illness in the workplace. According to a survey by Integra in 2000:
- 62% of workers surveyed reported work-related neck pain,
- 44% of workers surveyed reported eye strain,
- 38% of workers complained of hand pain,
- 34% of workers complained of sleeping problems related to stress, and
- 12% of workers admitted calling in sick because of job stress.
Employers can minimize the effects of stress on productivity by:
- Increasing natural light,
- Allowing frequent breaks,
- Addressing workplace issues, and
- Sponsoring an employee fitness program.
Employees can reduce stress levels in many ways, including:
- Learning relaxation and organization techniques,
- Asking for help when needed, and
- Participating in employee sponsored wellness programs.
Accommodation ideas to deal with stress include:
- Using deep breathing exercises;
- Reducing distractions in the work area;
- Taking a break;
- Using a picture of a relaxing place (e.g., beach or hammock);
- Playing soothing music or environmental sounds;
- Placing a small desk top aquarium or a lava lamp in the work space; and
- Using positive self talk.
For additional information on stress and stress management techniques visit the following Web sites:
http://www.mindtools.com/smpage.html
http://www.nlm.nih.gov/medlineplus/stress.html
http://www.stress.org/info.htm
*Source: Job Accommodation Network, Consultants' Corner, Volume 02 Issue 06, http://www.jan.wvu.edu/
Teleworking - Making it Work
Telework, or telecommuting, is a viable job accommodation when a person's disability prevents the successful performance of the job in the standard working environment. Over the past year there has been continued interest in applying this approach to conducting work activities for all employees as well as for those with disabilities. Employers often have concerns about telework, however, because they believe employees could fall prey to traps that reduce efficiency and accountability. Michael Dziak, the author of "Telecommuting Success; A Practical Guide for Staying in the Loop While Working Away from the Office," offers suggestions for workers to avoid some of the common telecommuting traps.
- Avoid the "do-it-all" trap by prioritizing your daily duties and organizing your schedule to focus on a single work task at a time.
- When possible, delegate non-essential tasks to others.
- Avoid the "sloppy surroundings" trap by establishing a defined office environment and make the commitment to keep it organized and secure. A separate room that is used only as an office is best.
- Avoid the "noisy neighbor" trap by setting work hours and maintaining strict adherence to the schedule. Everyone, from family to friends to repairmen, needs to understand which periods of your time should be free from interruptions. Privacy and noise control are critical. Look for a way to separate your work environment from the normal flow of the home environment. This means no kitchen counter work.
- Avoid the "multimedia trap" by using new tools such as video conferencing and online web portals carefully. These tools can increase productivity, but they also can become distractions, especially when learning new protocols. Email, cell phones and standard telephones are still the most practical links to others. Affordable audio conference calls are a good way to meet to address issues on a regular basis.
- Avoid the "IT support" trap by arranging in advance how computer support will be provided. Agencies should have a help-line readily available for staff to call.
- Avoid the "overworked" trap by sticking to set work hours and leaving the home office just as you would the workplace.
- Avoid the "housekeeping" trap by refraining from multitasking when it comes to doing the laundry, the dishes and housework. Some people make rules that these activities can be done only at certain times of the day.
- Stay in touch. Avoid the "secluded" trap by making the effort to keep in touch with the office, especially your immediate supervisor so that you don't fall into the "out of sight, out of mind" routine. This concern is often prevented by the use of telework as a part of the weekly work schedule rather than as a complete substitute for office visits.
For more information on telework, check out http://www.inteleworks.com/ "Telecommuting Success," by Michael Dziak.
Source: Tech Connections, "In the Workplace", techconn@catea.org
ODEP Releases Report on Emergency Preparedness for Employees with Disabilities
Every day, more than 120,000 employees with disabilities go to work in national headquarters buildings, field offices and regional offices that are owned or leased by the federal government. In light of our country's mitigating terror threats, and in response to safety concerns for employees with disabilities during such emergencies, disasters, or other life-threatening instances, ODEP hosted "Emergency Preparedness for People with Disabilities: An Interagency Seminar of Exchange for Federal Managers", an event which brought together more than 200 federal managers and experts representing nearly 90 agencies and offices in the areas of disability and workplace safety. Below are some recommendations for managers to consider during their emergency preparedness planning.
- Make sure people with disabilities are an integral part of the planning process. The individual with the disability knows best what is required in an emergency. In addition, people without disabilities should not make assumptions about what a person with a disability can or cannot do.
- Inform the local fire department about any issues that have been identified with respect to employees with disabilities. Even more important, make sure the fire department is aware where employees with disabilities are located within the building.
- Communicate with employees the aspects of the communication, alarm and sprinkler system within the building. The emphasis of doing this cannot be overstated.
- Do not rely on a buddy system. This can lead to "not my job" syndrome or, the "buddy" may not be in the office that particular day. A better idea is to have volunteers or other "buddies" convene with employees with disabilities in a pre-determined area and wait for further instructions.
- Purchase evacuation chairs. Many fire departments have ladders that cannot reach the entire height of a multiple-story building. But with evacuation chairs, people with disabilities can be moved to an area where emergency personnel can assist them further.
A copy of this report is available at http://www.dol.gov/odep/pubs/ep/index2.htm or by calling ODEP at 202-693-7880.
Source: Job Training and Placement Report, July 2004, www.impact-publications.com
Resources:
The "Clickless Web" -- New technology allows users to surf the net without having to click their mouse buttons. Users simply pause over a link to activate the desired function. It is a Universally Assistive Technology in that it works the same for persons with or without disability. An additional website, www.theassistiveweb.com, will soon be available to other corporations who communicate with their customers via the web, such as banks and Internet Service Providers, allowing their customers to browse and click within their website browser without subscription to "The Clickless Web." Read the Business Wire article at the Technology Marketing Corporation site:
http://www.tmcnet.com/usubmit/2004/Jun/1051518.htm
FREE CD-Rom: Getting Connected to Persons who are Deaf and Hard of Hearing -- The Canadian Hearing Society and the government of Ontario have jointly released a new CD-Rom to help businesses and organizations communicate more effectively with deaf, deafened, and hard of hearing clientele. It contains general guidelines for businesses and organizations as well as specific guidelines for retail, restaurant, and medical settings. Content is in written English and French as well as American sign Language (ASL) and Langue des signes Quebecouise (LSQ). CD-Rom is free of charge. For more information: www.chs.ca/info/pressreleases/29-04-04_eng.html
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