Disability Rights Organizations

Making Videos Together

Whether your organization is based in Florida or Pennsylvania or Alaska, your constituents share the need to stay informed about their rights and benefits, and navigating the sometimes complex systems that sustain them. This information can help people access jobs, healthcare, housing - you name it.

So why not work together to get the word out?

Block by Block works with staff from Protection & Advocacy agencies to collaborate on short, easy-to-understand and very shareable videos on different disability rights related topics. When complete, each organization receives a version of the video, with their name, logo and contact information included. By working together, we share expertise, and share the costs.

There's two great ways to get involved. Join us in proposing and creating new videos - or order an existing video for your organization.

The Process

Develop

Together, we come with ideas and decide which videos to produce.

Collaborate

Through virtual meetings, we brainstorm ideas and review script drafts.

Produce

We make the video and share early cuts with sponsors for feedback.

Customize

When the content is locked, you receive a customized version of each video you sponsor.

The next process begins in the Summer of 2021.  Sign up to receive updates.

order your customized videos

Preview and order any of our current explainer videos. When complete, each video will feature your organization's logo and contact information at the end so your clients can reach you. Every video comes complete with English captions, and select videos are also available with Spanish subtitles, Spanish narration or both. Check out options at checkout.

What are Reasonable Accommodations in Employment?

SKU SPLFW3NP
$999.00
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Product Details

Reasonable accommodations are how companies can make their workplaces accessible to everyone. But how do they work?


Transcript

Everyone needs the right tools to perform a job. Chairs for employees who work at desks. Ladders for roofers who need to get on top of a house. Even lunch breaks for people who need food to get through the day, you know, like we all do. It makes good business sense to have a workplace that accommodates everyone's needs. And laws, like the Americans with Disabilities Act, the ADA, and the Rehabilitation Act, are there to make sure workers with disabilities are accommodated, too. So, what kind of accommodations are we talking about? Special privileges for special people, right? Gold-plated hover chairs? Trained seeing-eye unicorns? Not even close. Turns out employees with disabilities aren't particularly special, and neither are the accommodations they need to do their jobs. In fact, they're pretty reasonable. Literally, it's why the ADA calls them reasonable accommodations. Miguel works as an office assistant and his low vision makes using a computer monitor difficult. So his employer provided screen reading software that reads aloud onscreen text and image descriptions. That's a reasonable accommodation. June is a bookkeeper who experienced a traumatic brain injury. Concentrating for long periods of time is exhausting for her. So instead of taking one long break, her employer allows her to take several short breaks. That's a reasonable accommodation. And according to the Job Accommodation Network, JAN, the majority of workplace accommodations, 59% cost absolutely nothing. But if there is an expense there are tax credits and other incentives out there to support businesses in creating a more accessible workplace. So how do you go about getting a reasonable accommodation? You're the expert on what you need, so if you need something, ask for it. Step one, research simple solutions. While you may be the only employee at your job with your disability, odds are that someone somewhere has the solution you're looking for. Resources like JAN have whole catalogs of useful, real-life solutions to learn from. Step two, notify your employer. Notifying your employer of your need for an accommodation starts the process. Whether you speak with them or send them an email. You may need to provide a medical letter or other documentation if requested. You do not need to tell your employer everything about your disability, just how it might affect your job duties. Step three, negotiate. Finding the right accommodation is not a one step process. It's an interactive, back-and-forth conversation. Your employer may propose a different accommodation than the one you suggested. Consider whether their idea would be effective. Or make another suggestion. And you may need to propose more than one accommodation before finding the one that works for everyone. Step four, approach a higher-level colleague. If your employer rejects your requested accommodation without making an alternative offer, or if your employer refuses to discuss your request, communicate your request to a higher-level individual, like your supervisor's manager, or the HR department. It is a good idea to keep notes about who you spoke with and the date. If all else fails, there's step five, file a claim. If you're not getting anywhere with the higher-ups, there are agencies that can help. Filing a claim involves a lot of paperwork, and sometimes short deadlines, so it's important to move quickly. No matter what steps you take, always remember that asking for reasonable accommodations is not about getting special favors. It's about getting what you need to get your job done. Produced by Rooted in Rights.


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