Effective Communication should be the result.

Leave as a reasonable accommodation is not only best practice but makes for a great place to work.

Last month, I took a deep dive into when a business should update its physical access under Title lll of the ADA. In today's post, I wanted to address the same issue under Title ll of the ADA and how they are different.

“Must Have Driver’s License.” “Must Be Able to Lift 100 pounds.” “Must Have High School Diploma or GED.” Really? These are sometimes listed on job applications as minimum requirements, or the “Essential Job Functions.”

From finding positive ways to interact with individuals with disabilities to improving web accessibility to reasonable accommodations/modifications, every day there is an opportunity to learn something new and find ways to reach more learners.

Parking Fails!

I’m starting a Frequently Asked Questions series to have a place to explain very common questions I get as an information specialist. This post is about what triggers a business to become more physically accessible.

“An assumption is the joke; truth the punchline.” ― Criss Jami

As a society, once we accept that people have different abilities, our responsibility changes to include everyone and find ways to remove as many barriers as possible.

A recent injury had me wondering if physical access minimums standards are truly equitable or not. Today's post explains my mishap and how it has helped to alter my outlook on physical access.