October 2, 2012

NDEAM 2012: The Value of Work

Categories: Disability.Blog News, Employment By Kathleen Martinez, Assistant Secretary of Labor for Disability Employment Policy (Reposted from DOL’s (Work in Progress) Blog)
What can YOU do? It’s such an interesting question because it’s wide open to interpretation. But I’ve found that most people, especially adults, tend to answer in the context of employment or occupation. And each time they do, it reaffirms my basic belief in the intrinsic value of work.
Put simply, work is fundamental to identity. It means so much more than a paycheck; it offers purpose and the opportunity to lead a more independent, self-directed life for all people—including millions of Americans with disabilities.
I say this with conviction because I am one of those millions of people.

I was born blind. My sister Peggy was also born blind. We were the middle of six children, and there was no diagnosis for our blindness. But from a young age, our parents instilled in us an assumption of work, starting with household chores. Among other things, I had to mow the lawn. (People often inquire how this worked. When I asked my father how I would know which part I had cut and which I still had to do, his response was “You’re going to have to take off your shoes.”)
I can’t lie. Like most children, I didn’t relish chores. But the message my parents sent by requiring me to do them has made all the difference in my life. It taught me the value of work. As Henry Ford once said, “There is joy in work. There is no happiness except in the realization that we have accomplished something.” I agree wholeheartedly. Indeed, work is essential to my self-fulfillment; it’s a huge part of who I am. It’s the same for Peggy.
But the importance of work extends far beyond any one individual. When all people are able to contribute and be recognized for their abilities, society as a whole reaps the benefits. Local economies are bolstered. Communities are strengthened—just like our family was strengthened when Peggy and I were expected to do our part.
This important principle is at the heart of this year’s National Disability Employment Awareness Month theme: “A Strong Workforce is an Inclusive Workforce: What Can YOU Do?” This theme conveys that we all have a role to play—and benefit to gain from—increasing employment opportunities for people with disabilities.
To start, employers must foster workplaces that are welcoming to current and potential employees with disabilities. But the responsibility doesn’t stop there. Those of us with disabilities must understand the intrinsic value of work and the skills and talent we have to offer. Youth with disabilities must grow up with the expectation of employment; and parents, educators and other adults of influence in their lives must reinforce this.
Therefore, America’s future success requires us to capitalize on the talents of all segments of the population, and the responsibility for making that happen must be shared. There is something everyone can do—every day of every month.
Held annually in October, NDEAM is a national campaign led by DOL’s Office of Disability Employment Policy that raises awareness about disability employment issues and celebrates the many and varied contributions of America’s workers with disabilities. Employers, schools and organizations of all sizes and in all communities are encouraged to participate. To learn more, visit the NDEAM Web page.

Source: http://usodep.blogs.govdelivery.com/2012/10/02/ndeam-2012-the-value-of-work/

September 26, 2012

Financial Assistance Options for Adaptive Driving

Categories: Community Life, Transportation By Guest Blogger Chris Miller, Director of Interactive Marketing, The Mobility Resource
Americans love their wheels. Whether it’s a leisurely drive through a beautiful countryside, hitting the highway for a quick get-away or simply going to work, people look forward to the freedom of mobility. Many individuals with disabilities, however, require varying types of vehicle adaptions to enjoy that sense of freedom. Unfortunately, they often face prohibitive costs when it comes to purchasing the proper equipment for their transportation needs.
The good news is that funding assistance to purchase new adaptive vehicles or to retrofit existing vehicles is becoming increasingly available. Through these programs, people with disabilities have access to rebates and incentives for new vehicles adapted for their specific needs. In some cases, assistance is available for adaptive equipment installed through upfitters – vehicle modifiers or adaptive equipment installers – who will ensure vehicles are adjusted to suit individual needs and are compliant with federal and state guidelines.  Adaptations can include driving devices and equipment, hoists and carriers, seat modifications and power seats, ramps and running boards and other necessary equipment.
Whether you prefer vans or sedans, trucks, SUVs or crossovers, there are a variety of government programs and automaker rebates, as well as private and association-based funds, that can make adaptive mobility equipment more accessible and affordable.
Government Programs

• Medicaid: Medicaid is a jointly administered federal and state program that helps with medical costs for some people with limited income and resources. Medicaid benefits differ by each state, but Medicaid usually offers benefits not normally covered by Medicare. Most state Medicaid agencies do not have an exclusive list of covered medical equipment.  Instead, any medical equipment, including newer technologies, is approved on a case-by-case basis when a request for funding is presented through a prior approval process.  After being placed on a Medicaid Waiver list, Medicaid may pay for adaptive equipment. A list of Medicaid state offices is available at http://www.medicaid.gov/

• Medicare:  Medicare is a federal program, but Medicare health plans are offered through private companies that contract with Medicare to provide Part A and Part B benefits to people enrolled in Medicare. Part A is hospital insurance, while Part B covers doctors and outpatient services, and some medical devices based on medical necessity.  In some instances Medicare will pay for adaptive equipment following a specialty evaluation performed by a qualified practitioner. For more information, call 1-800-633-4227.

• Supplemental Security Income (SSI): SSI eligibility and payment amounts are based on income and other resources. SSI offers a Plan to Achieve Self-Support program, or PASS, which helps those with disabilities pay for items or services needed to achieve a specific employment goal – to ultimately return to work. For more information, visit http://www.socialsecurity.gov/disabilityresearch/wi/pass.htm.

• Internal Revenue Service (IRS): Often sales-tax exemptions on equipment purchases and other out-of-pocket costs can qualify for tax deductions as medical expenses. If an adaptation qualifies as a medical necessity, it can be deducted from federal taxes. Contact a tax adviser or get literature from the IRS that outlines the tax code for medical equipment by calling 1-800-829-1040 and asking for publications with extensions 3966, 907 and 502.

State Programs

• Some State Vocational Rehabilitation (Voc Rehab) Agencies may be able to assist with the costs associated with purchasing an adaptive vehicle (or adding adaptive equipment to an existing one) if the vehicle is necessary in order for a person to get to and from work. For more information, contact your state’s department of vocational rehabilitation.

• Many nonprofit organizations offer programs that provide assistance paying for adaptive vehicles or vehicle modifications, especially if the vehicle is necessary in order to meet an individual’s work-related transportation needs. These programs include Pennsylvania’s “Ways to Work” program and Otsego County, NY’s “Wheels to Work” program. To learn more, visit Disability.gov or read the fact sheet, “Car Ownership Programs for Low-Income Earners”.

• State Assistive Technology Loan Programs may also be able to provide assistance to help pay for modifications to your vehicle. Contact your state’s program for more information.

• Your local Center for Independent Living (CIL) can provide additional information on programs that may be available in your state.

For Veterans
The Department of Veterans Affairs (VA) offers a grant enabling veterans and service members to purchase a new or used automobile to accommodate certain disabilities that resulted from an injury or disease incurred or aggravated during active military service.  There are two components of the grant, each requiring a separate form, but some veterans could be eligible for both:

• An automobile grant is paid directly to the seller of the automobile for up to $11,000 and is available once in the service member’s lifetime. Veterans who qualify for the automobile grant may also qualify for the adaptive equipment grant.

• An adaptive equipment grant includes, but is not limited to, power steering, power brakes, power windows, power seats and special equipment necessary to assist the eligible person into and out of the vehicle.  The adaptive equipment grant may be paid more than once, and it may be paid to either the seller or the veteran.

For more information on this program, call 1-800-827-1000 or read the VA’s “Automobile and Special Adaptive Equipment Grants” fact sheet.
Automakers Rebate Programs
A number of automobile makers are stepping up to provide persons with disabilities a wide range of rebates and incentive programs. Many of these programs cover not only new and leased vehicles, but also third-party adaptive equipment installation.  Below is an overview of some programs from auto manufacturers offering rebates or reimbursements for people who require adaptive equipment.

• Daimler Chrysler Corporation: buy or lease any new 2010, 2011 or 2012 Chrysler, Jeep, Dodge, Ram or Fiat vehicle from a participating dealership or FIAT studio, and Chrysler will provide cash reimbursement to help reduce the cost of installing the adaptive driver or passenger equipment on the vehicle. Leased vehicles must be leased for a minimum of 12 months to be eligible.

• Ford Motor Company: the Ford Mobility Motoring adaptive equipment reimbursement offers up to $1,000, or up to $200 for alert hearing devices, lumbar support or running boards and is available on any new Ford or Lincoln vehicle purchased or leased from a U.S. Ford or Lincoln dealer during the program period. Maximum reimbursement per vehicle is $1,000. Major structural vehicle modifications to accommodate the installation of wheelchair lift or ramp must be completed by a Ford Authorized Qualified Vehicle Modifier to be eligible for reimbursement.

• General Motors Corporation: through the GM Mobility Reimbursement Program, new vehicle purchasers/lessees who install eligible adaptive mobility equipment on their new Chevrolet, Buick or GMC vehicles can receive up to a $1,000 reimbursement for the cost of the equipment. Also, you can get two extra years of standard OnStar® service at no additional cost on all 2011–2013 Chevrolet, Buick and GMC vehicles equipped with OnStar.

• Volkswagen: Volkswagen will provide up to $1,000 toward the purchase and installation of lift equipment, carriers, hand controls, pedal extensions or other assistance equipment on any eligible model of new and unused Volkswagen models.

• Audi: Audi offers $1,500 in assistance for hand controls or other approved assistance devices to anyone who purchases or leases a new Audi or CPO Audi vehicle. Contact an adaptive equipment retailer of your choice for information concerning the purchase and installation of such equipment. All payments will be made directly to the Audi owner approximately four weeks after submission to Audi.

• Toyota: the Toyota Mobility Assistance Program provides cash reimbursement of up to $1,000 of the cost of any aftermarket adaptive equipment or conversion, for drivers and/or passengers, when installed on any eligible purchased or leased new Toyota vehicle within 12 months of vehicle purchase or lease. The cash reimbursement will be provided for the exact cost to purchase and install qualifying adaptive driving or passenger equipment for transporting persons with physical disabilities. The program also applies to purchasers of the Toyota Factory Installed Auto Access Seat, where the full $1,000 cash reimbursement will be paid directly to you. Only vehicles sold or leased and delivered to a retail customer by an authorized Toyota Motor Sales, U.S.A. Inc. dealer are eligible under this program.

And the list goes on…
In addition to those above, there are myriad funding opportunities available through trade organizations, nonprofit entities and other private sources. The most comprehensive listing of these entities can be found at The Mobility Resource handicap van financial aid directory (The Mobility Resource does not sponsor or endorse any organizations exclusively). Search for assistance by state by visiting http://www.themobilityresource.com/financial-aid/financial-aid-map-portal.
For anyone who enjoys the freedom of mobility and requires vehicle modifications or adaptive products, seeking out the appropriate funding opportunities for your individual needs might take a little time, but it could pay off in years of comfortable mobility.
Chris Miller is the director of interactive marketing for The Mobility Resource. Born with a mild case of muscular dystrophy, he is an advocate for disability rights and mobility freedom. His team has worked closely with several government agencies, non-profits and associations to make it easier for people with physical disabilities to acquire mobility freedom. A graduate of The University of Akron, he holds a bachelor of arts in public relations and organizational communication.
Chris will be attending the National Forum on Disability Issues with his team on September 28 and will serve as a member of the media panel. During this event, teams from both presidential campaigns will discuss their plans for issues surrounding the disability community.  Do you have a question for a candidate? Please send it to cmiller@themobilityresource.com. 

Source:http://usodep.blogs.govdelivery.com/2012/09/26/adaptive-driving/

September 21, 2012

Career Connection: Job Interviews – You Made a Mistake, Now What?

Categories: Ask the Expert, Employment
By Guest Blogger Shelly Goldman, CPCC; CEIP; Founder, Goldman Group Advantage; Career Coach; Executive Recruiter; and Co-Author of “An Insider’s Guide to Finding a Job”
Have you ever gotten tongue-tied answering a critical question in a job interview? Tripped over your feet as you walked into the room? Shown up to the interview 15 minutes late, wearing a quarter-sized coffee stain on your shirt? Or maybe referred to the company by the wrong name? Let’s face it, mistakes and accidents happen – and during a job interview is no exception.
For every mistake, there’s usually a reason. There was a traffic jam, you got a flat tire, there was a leprechaun standing in the elevator who dumped his latte on you…. Wait a second -this is no time for excuses. Job interviews are make-or-break situations!
Whether you run into bad luck or bad timing, is it possible – in a situation where first impressions are everything – to remedy the situation and get the interview back on track? The answer is yes. Employers expect job applicants to have a few pre-interview jitters and hiring managers expect people to make mistakes.
According to a survey conducted by Accountemps, interviews are the number one place that job candidates make mistakes during their search (cited by 32 percent of the chief financial officers interviewed). The resume was a close second.
When you make a mistake in the interview, it doesn’t necessarily squelch your chances for getting hired. Whether you choose to address a shirt stain with a self-deprecating joke or take a moment to re-group and circle back to the “questionable” question, demonstrating your ability to recover from an awkward situation just might impress and help you build a rapport with your interviewer. However, don’t just take my word for it!
In researching and writing the book Insider’s Guide to Finding a Job (co-authored by Wendy Enelow), I interviewed Katherine Virdi, who at the time, was the Director of Human Resources for IntelliDyne, a large, technology consulting firm headquartered in Falls Church, VA. An experienced and esteemed HR professional, she has interviewed thousands of job candidates at every possible level.
I asked Katherine, “Can a candidate recover from an interview faux pas?” Her response was so memorable that over the years I have shared it with many of my coaching clients. Now I’d like to share it with you:
Yes, a candidate can recover from an interview mistake! If a candidate makes a mistake, acknowledge the error, apologize, if appropriate, and move on. If it is just one mistake, it might not be a factor in the final decision-making process.
Everyone is human and everyone makes mistakes. If a candidate deals with the mistake well, it demonstrates his or her ability to handle a stressful situation and can leave the interviewer with a positive impression.
Since talking with Katherine about this topic, I have gone on to ask the same question to other hiring authorities. I am happy to report, everyone I spoke with shares a similar opinion. We all make mistakes. The most important factor in surviving a slip-up is how the job candidate bounces back and whether or not he or she can build a rapport, is likable and can demonstrate how he or she would be a great addition to the team.
So go wipe that stain off your shirt, tie those shoelaces, learn a few jokes and win them over with that charming personality of yours! And good luck with the interview!
Shelly Goldman has more than 20 years of successful, diverse experience as a career coach, career management agent and executive search consultant offering guidance and support services customized to each client. She is a Certified Employment Interview Professional (CEIP) and Certified Professional Career Coach (CPCC). Prior to founding The Goldman Group, Shelly served as a Vice President of Training and Recruiting for a national food service organization.

Source: http://usodep.blogs.govdelivery.com/2012/09/21/career-connection-job-interviews-you-made-a-mistake-now-what/

Senior Citizens Won't Lose Benefits If They Receive Disaster Aid

Main Content

Release date: 

September 16, 2012

Release Number: 

DR-4080-054

 

BATON ROUGE, La. – Louisiana senior citizens who sustained losses from Hurricane Isaac needn’t worry that applying for federal disaster assistance will cause them to sacrifice their Social Security benefits, pay more taxes or give up income-based benefit programs.
“We hope seniors are not afraid to apply for assistance, and we want to help them,” said Mike Hall, federal coordinating officer with the Federal Emergency Management Agency (FEMA). “Receiving disaster funds will not cause anyone to miss out on other programs.”
A grant from FEMA does not add to a senior’s taxable income as long as the grant is to help recover from a disaster like Hurricane Isaac.
Applying for assistance also does not affect a person’s eligibility for Medicaid, Aid to Families with Dependent Children, supplemental nutrition assistance or other federal programs. Recipients do not have to repay FEMA grants.
“Seniors do have to register with FEMA to be considered for eligibility,” Hall said. “Even if they have registered with their parish or a local organization, they still need to register with FEMA.”
Seniors and other survivors who live in one of the 21 parishes designated for Individual Assistance can register online with FEMA at www.disasterassistance.gov or via smartphone at m.fema.gov. Applicants also may call 1-800-621-3362 or (TTY) 1-800-462-7585. For 711 Relay or Video Relay Services, call 1-800-621-3362. The toll-free telephone numbers are open from 7 a.m. to 10 p.m. seven days a week.
The 21 parishes are Ascension, Assumption, East Baton Rouge, East Feliciana, Iberville, Jefferson, Lafourche, Livingston, Orleans, Plaquemines, St. Bernard, St. Charles, St. Helena, St. James, St. John, St. Mary, St. Tammany, Tangipahoa, Terrebonne, Washington and West Feliciana parishes.
Survivors also may visit a Disaster Recovery Center to speak directly with a FEMA specialist who can answer questions. For a list of center locations, click on www.fema.gov/disaster/4080.
The U.S. Small Business Administration (SBA) also has low-interest disaster loans available to qualified survivors. Eligible seniors who receive the SBA disaster loan application should fill it out even if they are not interested in getting a loan or think that they may not qualify. Completing the application ensures that they may be considered for other forms of disaster assistance.
For more information on Louisiana disaster recovery, click www.fema.gov/disaster/4080 or www.gohsep.la.gov. Follow us on Twitter at twitter.com/femaregion6 or on Facebook at www.facebook.com/FEMA. Also visit our blog at www.fema.gov/blog.

Last Updated: 

September 17, 2012 - 11:07

State or Region: 

Louisiana

Related Disaster: 

Louisiana Hurricane Isaac

PRESS RELEASE
10-1-12

EEOC Sues Regions Bank for Age and Disability Discrimination

Federal  Agency Charges Bank Fired Branch Manager Because of Her Age, Disability

MEMPHIS, Tenn. - Regions  Financial Corporation, doing business as Regions Bank, violated federal law by  firing a 61-year-old manager because of her age and refusing to provide her  with a reasonable accommodation for her disability, the U.S. Equal Employment  Opportunity Commission (EEOC) charged in a lawsuit it filed on September 28,  2012.
According to the EEOC's suit,  Regions Bank fired the manager of a Memphis branch after she requested a  reasonable accommodation for her disability, hyperthyroidism, which caused her  debilitating fatigue and heightened anxiety.   The EEOC said the branch manager had worked for Regions Bank's  predecessor for more than 30 years and had worked for Regions Bank since  2005.  The EEOC further alleges that Regions  refused her request for reasonable accommodation and failed to engage in the  interactive process to accommodate the manager which is required under federal  law.  Further, the EEOC said, Regions  treated younger managers more favorably than the branch manager. 
The EEOC filed suit (Civil  Action No. 2:12-cv-2855 in U.S. District Court for the Western District of  Tennessee, Western Division) after first attempting to reach a pre-litigation  settle­ment through its conciliation process.   Denial of a reasonable accommodation to a disabled individual violates  Title I of the Americans with Disabilities Act (ADA) of 1990, and  discriminating on the basis of age violates the Age Discrimination in  Employment Act (ADEA) of 1967.  The  lawsuit asks the court to grant permanent  injunctions enjoining Regions Bank from further denying reasonable accom­modations  to disabled individuals and engaging in any further employment practices that  discriminate because of age.  The EEOC is  also asking the court to order Regions Bank to compensate the manager for lost  back pay and liquidated damages, as well as  compensatory and punitive damages.
"Reasonable accommodations allow most people with disabilities to  work successfully," said Katharine W. Kores, the EEOC's director for the  Memphis District Office.  "Employers  should understand that ignoring an employee's request for a reasonable  accommodation is unlawful.  Further, the EEOC  takes special interest when age is used to discriminate against more  experienced workers.  The EEOC is  committed to its meeting its responsibilities to enforce the ADA and ADEA to  protect the rights of such aggrieved employees."
Regions Bank is a financial banking institution.  It is owned by Regions Financial Corporation,  which operates about 1,800 banks across 16 states, including Tennessee.  Regions Financial Corporation headquarters  are in Birmingham, Ala. 
The EEOC enforces federal  laws prohibiting employment discrimination.   Further information about the EEOC is available on its web site at www.eeoc.gov.

Source:http://www.eeoc.gov/eeoc/newsroom/release/10-1-12a.cfm

October 1, 2012

CAP Releases NEW Mobile App

Categories: Technology

By Guest Blogger Dinah F.B. Cohen, Director, Computer/Electronic Accommodations Program
The Computer/Electronic Accommodations Program (CAP) has developed a mobile app! CAP realizes that many of its users access the Internet from smart phones, tablets and other mobile devices, and we wanted to create a useful and easily accessible tool for when you are on the go. 
The new app allows you to use your mobile device to learn more about accommodation solutions and disability events. The solutions described on the app include more than what is currently available on CAP’s website; they go into detail about smart phone accessibility features and other useful mobile apps. For users with disabilities, this is a great resource to find out about solutions that may make your mobile device more helpful.
The app’s Event Calendar not only lets you explore disability events for the upcoming months, but also allows you to add the ones you want to remember to your personal device’s calendar. Are you at a CAP event and want to see the slides from the presentation on your phone? Go to the event in the CAP Mobile App and choose to view the event’s documents to follow along.
The app includes a videos section where you can easily access all of CAP’s YouTube videos. You can learn more about certain types of accommodation solutions and how CAP and these solutions have helped real federal employees do their jobs. Did you miss a CAP Innovation Day or were you unable to attend an event at the Pentagon? No worries – you can catch up on all the information by watching some of the most informative clips from the event on your phone!
The app also provides quick links to the CAP accommodation request form and to the CAP Technology Evaluation Center (CAPTEC). In addition, it has a one-click contact section where you can email or call us with your questions. The app’s home screen features the Accomm-odometer, which provides a running tally of all accommodations CAP has provided to federal employees and partner agencies since its inception in 1990. More than 100,000 and going strong!
Please note that while the app is currently only available for Apple devices, CAP is working hard on the Android version.
For more information:

• Follow CAP on Facebook and Twitter to stay up to date on our progress.
• Download the CAP Mobile App today!

Dinah F. B. Cohen is the Director for the Department of Defense (DoD) Computer/Electronic Accommodations Program (CAP). Ms. Cohen works closely with senior leadership throughout the federal sector to ensure employees, beneficiaries and members of the public with disabilities have equal access to federal services and employment. Ms. Cohen also initiated a program to provide assistive technology and accommodation support to wounded service members to aid in their rehabilitation and recovery process.
Ms. Cohen is a Certified Rehabilitation Counselor. She received her Master of Science degree in Counseling Psychology with a concentration in rehabilitation counseling from the State University of New York. She also holds a BS in Social Science/Elementary Education from Russell Sage College in Troy, New York and received their 2008 Women of Influence Award.

Source:http://usodep.blogs.govdelivery.com/2012/10/01/cap-releases-new-mobile-app/

PRESS RELEASE
9-18-12

EEOC Sues King Soopers for Discriminating Against Employee with Bipolar Disorder

Supermarket Chain Failed to Accommodate and Fired Long-Time Employee After She Tried to Use Medical Leave to Manage Her Condition, Federal Agency Charged

DENVER - Dillon Companies, which does business in Colorado as King Soopers, Inc., a large retail food company, refused to accommodate and unlawfully fired a receptionist at its company headquarters because of her bipolar condition, the U.S. Equal Employment Opportunity Commission (EEOC) charged in a lawsuit filed in federal court in Denver.
According to the EEOC's suit (EEOC v. Dillon Companies, Inc., d/b/a King Soopers, Inc. 12-cv-02458-REB-KMT, King Soopers refused to accommodate Kelly Ferris's need for sufficient time off to manage her bipolarism. Hired as a receptionist in 2003, Ferris worked at King Soopers' headquarters on Tejon Street in Denver for five years before she was discharged while on medical leave. Ferris requested use of the company's 18-month medical leave policy, explaining that she needed the time to manage a flare-up in her disability, but during her fifth month of company leave,King Soopers fired her for failing to report to work without permission.
Disability discrimination violates the Americans with Disabilities Act (ADA), which requires employers to engage in an interactive process with employees in good faith, exploring what accommodations for a disability are possible. The EEOC filed suit in U.S. District Court for the District of Colorado after first attempting to reach a voluntary settlement through its conciliation process. The EEOC seeks monetary damages on behalf of Ferris, training on anti-discrimination laws, an injunction, posting of anti-discrimination notices at the work site and other injunctive relief.
Under the ADA, medical leave constitutes a reasonable accommodation. The length of leave is considered reasonable if it coincides with leave already required by federal or state laws or which is available under a company's general leave policies. An employer discriminates against a disabled employee if the employer fails to provide her with the same length of leave it provides the rest of its work force, and does so because of her disability.
"Bipolar disorder and other psychiatric conditions have long been misunderstood in society," said EEOC Phoenix Regional Attorney Mary Jo O'Neill. "Employees who have bipolar disorder are frequently subject to unfair stereotypes about their ability to work. That's why the EEOC filed this lawsuit."
Denver EEOC Field Director Nancy Sienko added, "Employees with bipolar disorder and other psychiatric disabilities are productive members of the work force when afforded equal opportunity to be so, especially when employers comply with their duty under the ADA to provide reasonable accommodation such as time off, and eliminate stereotypes from the workplace."