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Time Timer® | Visual Timers for Kids and Adults | Countdown Timer

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Enhance productivity with Time Timer® – the ultimate countdown timer and visual timer for kids and adults. Create a focused environment at work or in school.

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Career and Transition Services Public Page

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Career and Transition Services Public Page

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Successful transition to a variety of postsecondary options is achieved through a continuum of instructional strategies, collaborative interdisciplinary team supports, use of technology, and awareness of and access to community resources.

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Successful transition to a variety of postsecondary options is achieved through a continuum of instructional strategies, collaborative interdisciplinary team supports, use of technology, and awareness of and access to community resources.

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The 411 on Disability Disclosure: A workbook for Youth With Disabilities 

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The 411 on Disability Disclosure: A workbook for Youth With Disabilities 

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The 411 on Disability Disclosure: A Workbook for Youth with Disabilities is designed for youth and adults working with them to learn about disability disclosure. This workbook helps young people make informed decisions about whether or not to disclose their disability and understand how that decision may impact their education, employment, and social lives. Based on the premise that disclosure is a very personal decision, the Workbook helps young people think about and practice disclosing their disability.
http://www.ncwd-youth.info/publications/the-411-on-disability-disclosure-a-workbook-for-youth-with-disabilities/

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411 on Disability Disclosure: A Workbook for Youth with Disabilities

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The 411 on Disability Disclosure: A Workbook for Youth with Disabilities is designed for youth and adults working with them to learn about disability disclosure. This workbook helps young people make informed decisions about whether or not to disclose their disability and understand how that decision may impact their education, employment, and social lives.

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What is a Calm Down Kit?

A calm down kit is a kit full of visuals and tools to help children cope with their emotions in a positive and safe manner. They are also known as sensory integration boxes or toolkits. Every calm down kit can look a little different depending on the needs of your child. It is important to tailor it to your child, taking into account ages, likes, and sensory needs.

Here's the deal: a calm down kit is simply a collection of items like toys or food that will calm your child's sensory system in a meltdown.

You can use these items once the sensory meltdown has begun to either distract your child or lessen the magnitude of the meltdown after it starts. However, you can use this kit at any time! Practicing the use of a calm kit during down times will enable your child to know what items help in times of distress.

The goal of the calm down kit is to give kids the tools they need to transform their inner state from upset to calm. These kits can make all the difference and will help your child in these situations.

How do I know what to include?

Focus on what works for your child. Keep in mind, what works best in a calm down kit for one child does not necessarily mean it will work for another. With time, you will see what items most effective and which items are are not so effective for your child.

When putting together your calm down kit, ask yourselves these helpful questions:

1. What soothes your child when they are restless?

2. What usually calms them down?

3. What do they like to do?

4. What are their favorite items?

We have also found it helpful to include items that cater to various senses such as sight, sounds, touch and taste.

Ideas to Include in a Calm Down Kit:

Weighted or soft blanket: Some kids respond well to deep pressure receptors.

Fidgets: Fidget toys occupy the mind and fingers by giving kids something to focus on.

Noise cancelling headphones: Often when children are having a sensory meltdown or outburst, they need peace and quiet to be able to calm their bodies.

Bubbles: Without realizing it, bubbles teach our children about deep breathing for relaxation.

Chew toys: Chewing can provide oral sensory support and can help some children to focus and manage feelings of anxiety or sensory overload.

Stress ball: Squeezing a stress ball can be a great release for anger and overwhelming feelings.

How Can We Help?
Applied Behavior Analysis helps to extinguish undesirable behaviors and reinforce desirable ones. ABA can improve your child's toileting behaviors, eating behaviors, speech, and sleeping routines. ABA can be life changing for children with Autism Spectrum Disorder. If you are trying to decide how to handle a child with ASD or what type of therapy is most appropriate for your child, please contact us today. Let us help you. We offer Applied Behavior Analysis (ABA) services for children with Autism Spectrum Disorder, and our services are outlined here. We encourage you to call us directly, toll-free, at (844) 263-1613 or email us at info@totalspectrumcare.com.

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What is a Calm Down Kit? A calm down kit is a kit full of visuals and tools to help children cope with their emotions in a positive and safe manner. They are also known as sensory integration boxes or toolkits. Every

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Due to global supply chain challenges we're temporarily pausing on taking new orders. Please look for Schylling products at retailers near you and across the web.

To be notified when we start shipping again, and to receive a 20% off coupon, add your email in the form below.

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Due to global supply chain challenges we're temporarily pausing on taking new orders. Please look for Schylling products at retailers near you and across the web. To be notified when we start shipping again, and to receive a 20% off coupon, add your email in the form below.

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How to use alarms and timers in the Alarms & Clock app in Windows 10

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Learn how to use the Alarms & Clock app in Windows 10

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‎The Choiceworks Calendar is a powerful picture-based learning tool that helps children learn what is happening day-to-day, week-to-week, and month-to-month throughout each year. Choiceworks Calendar teaches the abstract concept of time in a structured visual format which helps children organize thei...

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Buy Talking Clock Keychain Silver: Clocks & Watches - Amazon.com ✓ FREE DELIVERY possible on eligible purchases

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Looking for ways to fine-tune your focus and relieve work-related stress? You may discover that using a fidget toy can have a surprising impact on your mood and productivity. These toys are popular among children, but research suggests that they may have benefits for adults as well. Next time you're feeling anxious or stressed at the office, consider picking up a fidget toy or two to display on your desk. Here, you'll discover why fidget toys can be so helpful in the workplace and pick up a few tips to get started.

The Science Behind Fidget Toys

Fidget toys may not be beneficial for everyone, but studies show that repetitive motions are helpful for many folks. If you have a difficult time concentrating in total silence, playing with a fidget toy may provide just enough stimulation to wake you up and signal your brain that it's time to focus. For other individuals, practicing repetitive motions such as clicking a pen or twirling a fidget spinner is an excellent strategy for reducing anxiety. When you have something to reach for during tense moments, you may feel calmer and more prepared to tackle the task at hand after a few minutes of reorienting your attention.

Additional Benefits

Boredom is one of the most common complaints of office workers. Sitting in a quiet environment for upwards of eight hours will take a toll on most, and having a fidget toy handy is a great way to channel boredom into a positive experience. Simply taking a few moments to fiddle with a Rubix cube or squeeze a stress ball can make a considerable difference in your mood and alertness. In some cases, playing with these types of toys can even have an impact on creativity. Next time you're feeling bored or uninspired, reach for your favorite desk toy to enjoy a few minutes of unstructured time for fidgeting.

To make the most of your time at the office, it's important to optimize your workplace for comfort and individuality. Keeping desk toys nearby is an excellent way to reduce stress and spark creativity, so if you'd like to offer them to your team, EON can help. We carry a wide array of office supplies and can help you find the best fit for your space. To learn more about our products and services, please browse our product catalog. If you have any questions, please reach out to our customer service team.

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Benefits of Fidget Toys in a Professional Space - EON Office

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Looking for ways to fine-tune your focus and relieve work-related stress? You may discover that using a fidget toy can have a surprising impact on your mood and productivity. These toys are popular among children, but research suggests that they may have benefits for adults as well.

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Fairfax County Public Library - OverDrive

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Browse, borrow, and enjoy titles from the Fairfax County Public Library digital collection.

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Fit 5 and Fitness Cards have been valuable resources for Programs looking to expand their fitness programming and initiatives.

The resources were designed to be utilized with flexibility, giving Programs the opportunity to integrate and implement the resources in a way that aligns with their current goals and objectives.

In just a few short years, these resources have been utilized in fitness programming, school curriculum, Health Messenger activation, sports training and even statewide campaigns.

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Fit 5 and Fitness Cards have been valuable resources for Programs looking to expand their fitness programming and initiatives. The resources were designed to be utilized with flexibility, giving Programs the opportunity to integrate and implement the resources in a way that aligns with...

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lofi hip hop radio - beats to relax/study to

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Short stories that help children calm down and relax by guiding them through visualisation and breathing exercises.

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Job Accommodation Network - Talking Calculators

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Job Accommodation Network - Talking Calculators

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A talking calculator has a built-in speech synthesizer that reads aloud each number, symbol, or operation key a user presses; it also vocalizes the answer to the problem. This auditory feedback may help an individual with visual perception limitations check the accuracy of the keys as they are pressed and verify the answer before he/she transfers it to paper. These vendors may also have large display and big button calculators.

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A talking calculator has a built-in speech synthesizer that reads aloud each number, symbol, or operation key a user presses; it also vocalizes the answer to the problem. This auditory feedback may help an individual with visual perception limitations check the accuracy of the keys as they are pressed and verify the answer before he/she transfers it to paper.

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Assisitve Technology Services Public Page

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Assisitve Technology Services Public Page

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Coronavirus (COVID-19) Vaccination Information for FCPS Staff

Due to vaccine supply limitations, first dose appointments for FCPS employees, and others in 1b, are cancelled as of January 26 for the foreseeable future. Inova will reach out to everyone who has registered when more information is available to reschedule a vaccine. Those who have already received a first dose from Inova and are scheduled for a second dose appointment, will be prioritized at this time and their appointments will be honored.

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Due to vaccine supply limitations, first dose appointments for FCPS employees, and others in 1b, are cancelled as of January 26 for the foreseeable future. Inova will reach out to everyone who has registered when more information is available to reschedule a vaccine.

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Looking for ways to fine-tune your focus and relieve work-related stress? You may discover that using a fidget toy can have a surprising impact on your mood and productivity. These toys are popular among children, but research suggests that they may have benefits for adults as well. Next time you're feeling anxious or stressed at the office, consider picking up a fidget toy or two to display on your desk. Here, you'll discover why fidget toys can be so helpful in the workplace and pick up a few tips to get started.

The Science Behind Fidget Toys

Fidget toys may not be beneficial for everyone, but studies show that repetitive motions are helpful for many folks. If you have a difficult time concentrating in total silence, playing with a fidget toy may provide just enough stimulation to wake you up and signal your brain that it's time to focus. For other individuals, practicing repetitive motions such as clicking a pen or twirling a fidget spinner is an excellent strategy for reducing anxiety. When you have something to reach for during tense moments, you may feel calmer and more prepared to tackle the task at hand after a few minutes of reorienting your attention.

Additional Benefits

Boredom is one of the most common complaints of office workers. Sitting in a quiet environment for upwards of eight hours will take a toll on most, and having a fidget toy handy is a great way to channel boredom into a positive experience. Simply taking a few moments to fiddle with a Rubix cube or squeeze a stress ball can make a considerable difference in your mood and alertness. In some cases, playing with these types of toys can even have an impact on creativity. Next time you're feeling bored or uninspired, reach for your favorite desk toy to enjoy a few minutes of unstructured time for fidgeting.

To make the most of your time at the office, it's important to optimize your workplace for comfort and individuality. Keeping desk toys nearby is an excellent way to reduce stress and spark creativity, so if you'd like to offer them to your team, EON can help. We carry a wide array of office supplies and can help you find the best fit for your space. To learn more about our products and services, please browse our product catalog. If you have any questions, please reach out to our customer service team.

# data[].attributes.attachment_link.title
Benefits of Fidget Toys in a Professional Space - EON Office

# data[].attributes.attachment_link.description
Looking for ways to fine-tune your focus and relieve work-related stress? You may discover that using a fidget toy can have a surprising impact on your mood and productivity. These toys are popular among children, but research suggests that they may have benefits for adults as well.

# data[].attributes.attachment_link.readable_text
The mission of Able Eyes is to provide visual, state of the art experiences/teaching tools to children and adults with disabilities. Able Eyes provides a user friendly platform to teach skills, and explore environments from several different perspectives. Our ultimate goal is to make businesses and public venues more accessible for people of all abilities by offering video tours, making them "Able Eyes Accessible."

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The mission of Able Eyes is to provide visual, state of the art experiences/teaching tools to children and adults with disabilities. Able Eyes provides a user friendly platform to teach skills, and explore environments from several different perspectives.

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Self-Check Behavior Checklist Maker | Intervention Central

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Employee's Practical Guide to Requesting and Negotiating Reasonable Accommodations Under The American With Disabilities Act

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Employee's Practical Guide to Requesting and Negotiating Reasonable Accommodations Under The American With Disabilities Act

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The Job Accommodation Network (JAN) is a free service of the U.S. Department of Labor's Office of Disability Employment Policy. JAN consultants have been providing job accommodation information since 1983 when JAN was founded. In addition, JAN consultants have been providing information about the Americans with Disabilities Act (ADA) since 1992 when the ADA went into effect. Over the years, JAN consultants have developed practical ideas to help employees understand the ADA and request and negotiate reasonable accommodations in the workplace. The Employees' Practical Guide to Requesting and Negotiating Reasonable Accommodations under the Americans with Disabilities Act is a summary of some of the most frequent issues that employees have regarding accommodations and the ADA and JAN's practical ideas for resolving them. As new information is available or new issues develop, the Guide will be updated to reflect the changes. If you have an issue that is not addressed in the Guide or if you want to discuss an issue in more detail, please call JAN.

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I. ADA BASICS

This section provides answers to basic questions about Title I of the Americans with Disabilities Act (ADA). Most of the answers come from formal and informal guidance from the Equal Employment Opportunity Commission (EEOC), the federal agency that enforces Title I of the ADA. When available, links to the EEOC guidance are provided.

What is the ADA?

The ADA is a federal civil rights law that was passed in 1990 and went into effect beginning in 1992. Its purpose is to protect people with disabilities from discrimination in employment, in the programs and activities offered by state and local governments, and in accessing the goods and services offered in places like stores, hotels, restaurants, football stadiums, doctors' offices, beauty parlors, and so on. For more information about the ADA, see the JAN's ADA Library.

The focus of this guide is Title I of the ADA, which prohibits discrimination in employment and requires employers to provide reasonable accommodations for employees with disabilities. For more information about Title I of the ADA, see JAN's ADA Library.

Does my employer have to comply with Title I of the ADA?

Only "covered entities" must comply with Title I of the ADA. The term covered entities includes private employers with 15 or more employees, state and local government employers, employment agencies, labor organizations, and joint labor-management committees. For simplicity, this guide will refer to covered entities as "employers." Federal executive agencies are exempt from the ADA, but they have to comply with the Rehabilitation Act of 1973, which is almost identical to the ADA.

How do I know if I have rights under Title I of the ADA?

Sometimes it is difficult to determine whether you have rights under Title I of the ADA, but understanding some of the terms used in the ADA may help you make that determination. In general, Title I protects "qualified" "employees" with "disabilities."

The term "qualified" means that you satisfy the skill, experience, education, and other job-related requirements of the position sought or held, and can perform the essential job functions of the position, with or without reasonable accommodation

The term employee means, "an individual employed by an employer." The question of whether an employer-employee relationship exists is fact-specific and depends on whether the employer controls the means and manner of the worker's work performance.

The term disability means: (1) a person who has a physical or mental impairment that substantially limits one or more major life activities, (2) a person with a record of a physical or mental impairment that substantially limits one or more major life activities, and (3) a person who is regarded as having a physical or mental impairment that substantially limits one or more major life activities.

On September 25, 2008, the ADA Amendments Act (ADAAA) was passed. This Act changed the interpretation of the definition of disability. For additional information on the ADAAA, visit JAN's A to Z on the ADAAA.

The term essential job functions means the fundamental job duties of the employment position that the individual with a disability holds or desires. The term essential functions does not include marginal functions of the position.

Where can I get more information about the ADA?

The federal agencies that enforce the various titles of the ADA provide publications that help explain the requirements of all the titles. JAN has an ADA Library that contains most of these resources.

The enforcing agency for Title I is the Equal Employment Opportunity Commission (EEOC), which can be reached at (800)669-4000 or on the Web at http://www.eeoc.gov. The EEOC provides numerous publications, including:

II. REQUESTING AN ACCOMMODATION

The ADA applies to all aspects of employment, including job advertisements, job applications, job interviews, and post-offer medical examinations. Although many of the ADA rules that apply to applicants and new-hires are the same as the rules for employees, there are some differences. This section discusses the differences.

How do I know when to request an accommodation?

You can request an accommodation at any time during the application process or while you are employed. You can request an accommodation even if you did not ask for one when applying for a job or after receiving a job offer. In general, you should request an accommodation when you know that there is a workplace barrier that is preventing you, due to a disability, from competing for a job, performing a job, or gaining equal access to a benefit of employment like an employee lunch room or employee parking. As a practical matter, it is better to request an accommodation before your job performance suffers or conduct problems occur because employers do not have to rescind discipline that occurred before they knew about your disability.

How do I request an accommodation?

According to the EEOC, you only have to let your employer know that you need an adjustment or change at work for a reason related to a medical condition. You can use "plain English" to make your request and you do not have to mention the ADA or use the phrase "reasonable accommodation."

Here are some examples:

Example A: An employee tells her supervisor, "I'm having trouble getting to work at my scheduled starting time because of medical treatments I'm undergoing." This is a request for a reasonable accommodation.

Example B: An employee tells his supervisor, "I need six weeks off to get treatment for a back problem." This is a request for a reasonable accommodation.

Example C: A new employee, who uses a wheelchair, informs the employer that her wheelchair cannot fit under the desk in her office. This is a request for reasonable accommodation.

Example D: An employee tells his supervisor that he would like a new chair because his present one is uncomfortable. Although this is a request for a change at work, his statement is insufficient to put the employer on notice that he is requesting reasonable accommodation. He does not link his need for the new chair with a medical condition.

Requests for reasonable accommodation do not have to be in writing so you can request accommodations in a face-to-face conversation or using any other method of communication. Your employer may choose to write a memo or letter confirming your request or may ask you to fill out a form or submit the request in written form, but the employer cannot ignore your initial request. However, you may want to put your request in writing even if your employer does not require it. Sometimes it is useful to have a paper trail in case there is a dispute about whether or when you requested accommodation.

Do I have to tell my employer that I have a disability?

Under the ADA, employers are only required to provide accommodations for employees who are experiencing workplace problems because of a disability. Therefore, unless you let your employer know that you have a disability, the employer is not obligated to consider accommodations under the ADA.

How much medical information do I have to provide to my employer?

Some employees do not want to give their employers a lot of details about their disability. If you prefer not to give a lot of information, you may want to limit the medical information you initially give to your employer when you request an accommodation. For example, you may want to tell your employer what you are having trouble doing, that the problem is related to a disability, and what your accommodation ideas are. Some employers will not ask for more information. However, employers have the right to request additional medical information when an employee requests an accommodation and if you do not provide it, the employer can deny your accommodation request. When an employee requests an accommodation and the disability or need for accommodation is not obvious, an employer may require that the employee provide medical documentation to establish that the employee has an ADA disability and needs the requested accommodation.

What accommodations can I request?

In general, an accommodation is any change in the work environment or in the way things are customarily done that enables an individual with a disability to enjoy equal employment opportunities. Under the ADA, employers are required to provide "reasonable" accommodations for employees with disabilities. Therefore, you can request any accommodation that is considered "reasonable."

Here are some examples of reasonable accommodations from the EEOC:

making existing facilities accessible

job restructuring

part-time or modified work schedules

acquiring or modifying equipment

changing tests, training materials, or policies

providing qualified readers or interpreters

reassignment to a vacant position

medical leave

work at home

The following are not considered forms of reasonable accommodation and therefore not required under the ADA:

removing or eliminating an essential function from a job

lowering production standards

providing personal use items such as a prosthetic limb, a wheelchair, eyeglasses, hearing aids, or similar devices if they are also needed off the job

Note: While employers are not required to eliminate an essential function, lower a production standard, or provide personal use items, they can do so if they wish.

The only limitation on an employer's obligation to provide reasonable accommodations is that no such change or modification is required if it would cause "undue hardship" to the employer. "Undue hardship" means significant difficulty or expense and focuses on the resources and circumstances of the particular employer in relationship to the cost or difficulty of providing a specific accommodation. Undue hardship refers not only to financial difficulty, but to reasonable accommodations that are unduly extensive, substantial, or disruptive, or those that would fundamentally alter the nature or operation of the business. An employer must assess on a case-by-case basis whether a particular reasonable accommodation would cause undue hardship.

How long does my employer have to respond to my accommodation request?

According to the EEOC, there is no specific amount of time that employers have to respond to an accommodation request, but they should respond as quickly as possible. Unnecessary delays in responding or implementing an accommodation can result in a violation of the ADA. The EEOC provides the following examples:

Example A: An employer provides parking for all employees. An employee who uses a wheelchair requests from his supervisor an accessible parking space, explaining that the spaces are so narrow that there is insufficient room for his van to extend the ramp that allows him to get in and out. The supervisor does not act on the request and does not forward it to someone with authority to respond. The employee makes a second request to the supervisor. Yet, two months after the initial request, nothing has been done. Although the supervisor never definitively denies the request, the lack of action under these circumstances amounts to a denial, and thus violates the ADA.

Example B: An employee who is blind requests adaptive equipment for her computer as a reasonable accommodation. The employer must order this equipment and is informed that it will take three months to receive delivery. No other company sells the adaptive equipment the employee needs. The employer notifies the employee of the results of its investigation and that it has ordered the equipment. Although it will take three months to receive the equipment, the employer has moved as quickly as it can to obtain it and thus there is no ADA violation resulting from the delay. The employer and employee should determine what can be done so that the employee can perform his/her job as effectively as possible while waiting for the equipment.

III. NEGOTIATING AN ACCOMMODATION

How do I know if I am entitled to the accommodation I want?

In general, to be entitled to an accommodation under the ADA, you must work for an employer with 15 or more employees (or a state or local government), you must be a person with a disability as defined in the ADA, and you must need the accommodation because of your disability. In addition, if there are other accommodations that will meet your needs, besides the one you want, your employer is free to choose among effective accommodation options. Finally, your employer can deny your accommodation if providing it would cause the employer an undue hardship.

What if I am not sure what accommodation I need?

Even if you are not sure what accommodation you need, you can go ahead and let your employer know that you need an adjustment or change at work because of a medical condition. Then, you and your employer can explore accommodation options together.

If you want to research accommodation options yourself, you can call JAN to get accommodation ideas or look at JAN's on-line accommodation publications at JAN's A to Z.

What if my employer denies my accommodation request?

If your employer denies your request, try to find out why so you know what to do next. For example, if your employer denied your request because your medical information did not show that you have a disability, you can provide additional information. Or, if your employer decided that the accommodation you requested would pose an undue hardship, you may want to suggest other options.

If you do not think your employer had a valid reason to deny your request, or the employer will not tell you why the request was denied, you can appeal the decision by going up the chain of command, filing a grievance with your union if you have one, or filing a complaint with the EEOC or your state enforcing agency.

What if I need another accommodation in the future?

The duty to provide reasonable accommodation is an ongoing one so you can ask for more than one accommodation if needed. An employer must consider each request for reasonable accommodation on a case by case basis.

What if my employer retaliates against me for requesting an accommodation?

According to the EEOC, individuals who oppose unlawful employment discrimination, participate in employment discrimination proceedings, or otherwise assert their rights under the laws enforced by the EEOC are protected against retaliation. Therefore, if your employer retaliates against you for requesting an accommodation, you should report the retaliation to someone higher up in the company or agency or contact the EEOC immediately.

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Employees' Practical Guide to Requesting and Negotiating Reasonable Accommodation Under the Americans with Disabilities Act

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The Job Accommodation Network (JAN) is a free service of the U.S. Department of Labor's Office of Disability Employment Policy. JAN consultants have been providing job accommodation information since 1983 when JAN was founded. In addition, JAN consultants have been providing information about the Americans with Disabilities Act (ADA) since 1992 when the ADA went into effect.

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Under Title I of the Americans with Disabilities Act (ADA), a reasonable accommodation is a modification or adjustment to a job, the work environment, or the way things are usually done during the hiring process. These modifications enable an individual with a disability to have an equal opportunity not only to get a job, but successfully perform their job tasks to the same extent as people without disabilities. The ADA requires reasonable accommodations as they relate to three aspects of employment: 1) ensuring equal opportunity in the application process; 2) enabling a qualified individual with a disability to perform the essential functions of a job; and 3) making it possible for an employee with a disability to enjoy equal benefits and privileges of employment.

Accommodations are sometimes referred to as "productivity enhancers". Reasonable accommodations should not be viewed as "special treatment" and they often benefit all employees. For example, facility enhancements such as ramps, accessible restrooms, and ergonomic workstations benefit more than just employees with disabilities. Examples of reasonable accommodations include making existing facilities accessible; job restructuring; part-time or modified work schedules; acquiring or modifying equipment; changing tests, training materials, or policies; and providing qualified readers or interpreters. Here are some more examples. Many job accommodations cost very little and often involve minor changes to a work environment, schedule or work-related technologies:

Physical changes

Installing a ramp or modifying a rest room

Modifying the layout of a workspace

Accessible and assistive technologies

Ensuring computer software is accessible

Providing screen reader software

Using videophones to facilitate communications with colleagues who are deaf

Accessible communications

Providing sign language interpreters or closed captioning at meetings and events

Making materials available in Braille or large print

Policy enhancements

Modifying a policy to allow a service animal in a business setting

Adjusting work schedules so employees with chronic medical conditions can go to medical appointments and complete their work at alternate times or locations

These are just a few example. Contact the Job Accommodation Network (JAN), an ODEP-funded technical assistance center, providing free, expert, and confidential guidance on workplace accommodations.

Other resources on reasonable accommodations

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Under Title I of the Americans with Disabilities Act (ADA), a reasonable accommodation is a modification or adjustment to a job, the work environment, or the way things are usually done during the hiring process.

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for the Visually Impaired Community.
This site is designed for you: click "+show preferences" to change colour, font, size, space to suit your needs.
PENfriend1 was introduced in 2007 and is always evolving. PENfriend3 now doubles up as a Talking Book player. it remembers the last page you were on. Access over 25000 talking books free from the RNIB. It also is an MP3 player where you can change the order of songs to suit your moods. Use this site to see where to buy PENfriend and all its accessories, get answers to your questions and check out "WHAT'S NEW".

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for the Visually Impaired Community. This site is designed for you: click "+show preferences" to change colour, font, size, space to suit your needs. PENfriend1 was introduced in 2007 and is always evolving. PENfriend3 now doubles up as a Talking Book player. it remembers the last page you were on.

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With the Reminders app on iOS 13 or later and iPadOS, you can create reminders with subtasks and attachments, and set alerts based on time and location.

Set up iCloud to keep your reminders updated across all your devices. Open the Settings app, then tap [your name] > iCloud and turn on Reminders. Inside the Reminders app, you'll see all of your reminders on all of your Apple devices that are signed in to the same Apple ID.

Learn more about upgrading your iCloud reminders after you update to iOS 13 or later and iPadOS.

1. Open the Reminders app.

2. Tap + New Reminder, then type your reminder.

You can also add reminders to your most important to-do lists from the Reminders widget on your Home Screen.

Tap the Date and Time button to set a due date for the reminder. Choose from Today, Tomorrow, This Weekend, or tap Date & Time to set your own day and time.

If you set a due date for a reminder but don't assign a time, the notification appears by default at 9:00 AM. To change when all-day reminder notifications appear, open the Settings app, then tap Reminders. Tap the time below All-Day Reminders, then choose a different time.

Tap the Location button to assign a notification based on where you are. Select one of the options provided, or tap Custom to add your own location, choose whether you want to be notified when arriving or leaving, and set the perimeter of your reminder area.

To receive location-based reminders, make sure that Location Services is turned on. Open the Settings app, then tap Privacy & Security > Location Services and turn on Location Services.

Tap the Tag button to add a tag. Tags let you quickly and automatically organize reminders based on keywords. Learn more about using tags to organize your reminders.

Tap the Flag button to mark a reminder as extra important and make it appear in the Flagged smart list on the Reminders app main screen.

Tap the Photos button to add an attachment to the reminder. You can take a new photo, choose an image from your photo library, or scan a document.

Tap the Edit Details button to add even more details and customizations to your reminder, such as notes, a URL, and a priority. You can also modify the reminder's notification settings and change the list that it belongs to.

1. Tap a reminder, then tap the Edit Details button .

2. Turn on When Messaging.

3. Tap Choose Person, then tap a name in your contacts.

The next time you chat with this person in Messages, a Reminders notification appears.

Every reminder that you create can have subtasks. For example, a reminder to pack for a trip can include a list of things that you don't want to forget.

You can create subtasks in a few different ways:

Tap and hold a reminder, then drag it onto another reminder. The reminder that you dragged becomes a subtask of the other.

Swipe right on a reminder, then tap Indent. The reminder becomes a subtask of the one above it. To undo this, swipe right again on the subtask and tap Outdent.

Tap a reminder, then tap the Edit Details button . Tap Subtasks > Add Reminder, then type your subtask. Repeat for as many subtasks as you'd like to create.

If you can't create subtasks, make sure you are using iCloud Reminders.

To mark a reminder as completed, tap the empty circle next to it. To see your completed reminders, tap the More button , then tap Show Completed.

To delete a reminder without marking it as completed, swipe left on it, then tap Delete.

If you get a reminder notification on your Lock Screen, swipe left over the reminder. Tap View, then tap Mark as Completed.

You can ask Siri to schedule a reminder for you on your iOS device or your Apple Watch.* Here are a few examples:

"Remind me to feed the dog every day at 7:30 a.m."

"Remind me when I get home to check the mail."

"Remind me when I leave here to stop by the grocery store."

"Remind me tomorrow at 3:00 p.m. to call Tara."

Add your home and work addresses to your card in Contacts to allow Siri to help you set location-based reminders. Open the Contacts app, then tap My Card. Tap Edit, add your work or home address, then tap Done.

To remind yourself to go back to another app-for example, to revisit a website or a map location-add a link in your reminder to where you left off. Open the app that you want to come back to, and look for the Share button. Then tap the Reminders icon.

Explore Apple Support Community

Find what's been asked and answered by Apple customers.

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You can keep track of tasks by creating a list in Keep.

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You can keep track of tasks by creating a list in Keep.

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Download Pass Software

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Free Software Download: PASS - AAC & Speech Devices from PRC

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The PASS free software download from PRC allows teachers, speech-language pathologists and caregivers the opportunity to learn our language systems, all on a PC!

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Detailed descriptions of the world-of-work for use by job seekers, workforce development and HR professionals, students, developers, researchers, and more. Individuals can find, search, or browse across 900+ occupations based on their goals and needs. Comprehensive reports include occupation require…

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31 Days Of NDEAM (National Disability Employment Awareness Month) #NDEAM

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31 Days Of NDEAM (National Disability Employment Awareness Month) #NDEAM

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Tweets by FCPS_CTS

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Tweets by ATS_FCPS

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VCU Center on Transition- Assistive Technology Resources 

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VCU Center on Transition- Assistive Technology Resources 

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Virginia Resources

Additional Resources

Job Accommodation Network (JAN)
JAN provides free, expert, and confidential guidance on workplace accommodations and disability employment issues, while identifying solutions that benefit both employer and employee. For ideas regarding which accommodations might work in various situations JAN's Searchable Online Accommodation Resource ( SOAR) provides various accommodation solutions for work and educational settings that might be helpful.

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Job Accommodation Network (JAN) JAN provides free, expert, and confidential guidance on workplace accommodations and disability employment issues, while identifying solutions that benefit both employer and employee. For ideas regarding which accommodations might work in various situations JAN's Searchable Online Accommodation Resource ( SOAR) provides various accommodation solutions for work and educational settings that might be helpful.

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Legislation was recently enacted, and a court case was recently decided, both of which provide that students with disabilities are eligible for transition services until they turn 22. If your child is still in school, please contact your school district to request that they continue transition services until they turn 22. If your child turned 21 on or after July 1, 2019, and their special education services ended before July 1, 2023, they are likely eligible for compensatory services for services not received before their 22nd birthday. In order to access those services, please contact your school district or transition program to re-enroll your child or discuss compensatory services.

If the school refuses your request to re-enroll your student or refuses your request for transition services, please contact the Minnesota Disability Law Center at 1-800-292-4150.
For other questions related to transition programming or services, please contact PACER Center at [email protected] or 952-838-9000.
Schedule PACER's Count Me In puppet show

Help bring the message of disability awareness and social inclusion to young children! This age-appropriate show features child-sized puppets that capture children's attention and imagination. The show educates, entertains, and inspires young children to be kinder, more accepting, and inclusive to all kids, especially children with disabilities.
Schedule a show
Sat., April 27, 2024
Minneapolis Convention Center

Mark your calendars for PACER's Annual Benefit! Join us for a night of celebrating and supporting our mission of improving educational opportunities and enhancing the quality of life for children and young adults with disabilities and their families.

Join Survey Monkey Contribute today!

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PACER Center - Champions for Children with Disabilities

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PACER Center's mission is to expand opportunities and enhance the quality of life of children and young adults with disabilities and provide family programs.

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ATIA- Assistive Technology Industry Association 

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ATIA- Assistive Technology Industry Association 

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Skip to content

Our mission is to serve as the collective voice of the assistive technology industry so that the best products and services are delivered to people with disabilities. Learn more about ATIA.

Network, Learn, and Share

ATIA's conference showcases the latest AT developments for attendees from around the globe.

Advance Your Knowledge

ATIA's online education and professional development programs draw on leading experts across the community.

Become a Member

Members of ATIA include for-profit, not-for-profit, and private organizations that are manufacturers, sellers, and providers of technology-based assistive devices and services.
Become a Member

ATIA Partners are leaders in the assistive technology industry that have proven their continued commitment to providing enhanced benefits and opportunities to people with disabilities.

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ATIA | Assistive Technology Industry Association

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ATIA serves as the collective voice of the assistive technology industry so that the best products and services are delivered to people with disabilities.

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CTD: Center on Technology and Disability 

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CTD: Center on Technology and Disability 

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Assistive Technology Network: VDOE Training and Technical Assistance Centers

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Assistive Technology Network: VDOE Training and Technical Assistance Centers

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The Assistive Technology Network of Virginia addresses priorities of VDOE with coordination, implementation, and dissemination of information about the laws which define AT devices and services, the process of AT Consideration by Individualized Education Program (IEP) teams, AT assessment, Augmentative and Augmentative Communication (AAC), and AT resources.

In support of these priorities, the network has several initiatives which include:

Developing resources and documents for AT Considerations and Assessment

Developing and supporting local and regional AT teams with information, resources and training, including the annual Virtual TechKnowledgy Conference

Integrating AT solutions across the curriculum

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effective strategies for students with learning and behavior problems

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positive behavioral interventions and supports

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Home - Virginia's Assistive Technology Priority Project

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Virginia Department of Education is committed to providing all students the best possible education, in collaboration with the Training and Technical Assistance Center at Old Dominion University, we have developed a series of modules that relate to 25 strategies of proven effectiveness. Each module contains precise information on the use of a specific strategy.

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Assistive Technology Loan Fund Authority

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The Assistive Technology Loan Fund Authority (ATLFA) is a Commonwealth of Virginia State Authority created with public funds to help Virginians with disabilities obtain assistive technology. The ATLFA provides affordable financing alternatives (loans with below-market interest rates, no down payment…

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Virginia Assistive Technology Assistance 

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Virginia Assistive Technology Assistance 

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The definition of assistive technology is divided into two categories: devices and services.

Assistive technology devices: any item, piece of equipment, or product system that may be used by a person with a disability to perform specific tasks, improve functional capabilities, and become more independent. It can help redefine what is possible for people with a wide range of cognitive, physical, or sensory disabilities.

Assistive technology services: any service that directly assists an individual with a disability in the selection, acquisition, or use of assistive technology devices that result in greater independence, safety of comfort of an individual.

Acquiring Assistive Technology · Considerations · Types of AT

Assistive technology enables individuals with disabilities and age-related health conditions to enjoy their optimal level of independence and to live in the least restrictive environment. The technology is designed to reduce the impact of one's disability. Where the ability to move is an issue, wheelchairs, scooters, wheeled walkers, etc. can make greater mobility possible. Individuals can participate in everyday activities; play and enjoy recreational activities; communicate, hear and see better; learn more easily, and take care of the usual daily activities, including bathing, dressing, and eating. At the same time parents, family or other caregivers enjoy relief from the responsibilities of caring for another.

This technology may range from very low-cost, low-tech devices, such as a reacher or an adapted bottle opener, to high-tech, very expensive devices, such as a powered wheelchair, stair lifts, and environmental controls that respond to voice command. Assistive technology may be used at home, in the workplace, in the classroom and in the community to provide creative solutions for assisting individuals as they go about their activities of living, learning, working, and playing. The types of assistive technology available can address just about any tasks an individual might want to undertake.

One of the major focuses of the AT Act is to ensure that school systems and state agencies use a pro-active approach by planning for expected needs, procuring equipment and services and having them available before the need becomes acute. Schools, for example, are now required to include consideration of assistive technology devices and services when the Individual Education Plan (IEP) is being developed. Parents and students can make sure this happens by asking about it during a planning session. Once in the plan, acquisition is a sure thing. The same would be true for someone who is receiving disability services. A plan to achieve an individual's goals is established and assistive technology, as needed, should be a part of that plan.

Acquiring Assistive Technology

The most effective device or equipment for an individual is determined through an evaluation, and often uses a team approach. The age, disability and goals of each individual will determine the makeup of the assessment team. Physical and occupational therapies, vocational rehabilitation, psychology, social services, recreational therapy, vision therapy, audiology, and medicine are other disciplines which may be involved in the assessment.

The purpose of the team assessment is to determine the needs of an individual based on their physical and cognitive abilities, while also taking into account the environmental factors that will affect how the assistive technology is used. It is therefore very useful to perform an assessment in the environment or environments where the individual will be using the equipment.

The individual and their family members should always participate in each component of an intervention. An intervention will include a needs assessment to define goals and identify characteristics or features that will best meet the individual's particular needs. Once the need is well defined, then the most suitable or appropriate system can be chosen. In addition, the assessment may provide information on funding sources, and make recommendations for training and follow-up services.

Considerations

The type of devices or equipment selected for an individual will depend on the sensory, physical and cognitive levels of the individual. Other considerations include how easy it is to move from one environment to another, how well it stands up to typical daily wear and tear, how available the vendors or manufacturers are for repair and technical assistance, how easy the equipment is to use, how easily changes can be made, and if the device has the capacity to grow as the users needs change.

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The definition of assistive technology is divided into two categories: devices and services. Assistive technology devices: any item, piece of equipment, or product system that may be used by a person with a disability to perform specific tasks, improve functional capabilities, and become more independent.