Attention-Deficit/Hyperactivity Disorder and Successful Completion of Anesthesia Residency: A Case Report Attention-Deficit/Hyperactivity Disorder and Successful Completion of Anesthesia Residency: A Case Report Attention-Deficit/Hyperactivity Disorder and Successful Completion of Anesthesia Residency: A Case Report

Michael G. Fitzsimons, MD, Jason C. Brookman, MD, Sarah H. Arnholz, JD, and Keith Baker, MD, PhD

Abstract
Cognitive and physical disabilities among anesthesia residents are not well studied. Cognitive disabilities may often go undiagnosed among trainees, and these trainees may struggle during their graduate medical education. Attention-deficit/hyperactivity disorder (ADHD) is an executive function disorder that may manifest as lack of vigilance, an inability to adapt to the rapid changes associated with anesthesia cases, distractibility, an inability to prioritize activities, and even periods of hyperfocusing, among other signs. Programs are encouraged to work closely with residents with such disabilities to develop an educational plan that includes accommodations for their unique learning practices while maintaining the critical aspects of the program. The authors present the management of a case of an anesthesia resident with a diagnosis of ADHD, the perspectives of the trainee, program director, clinical competency director, and the office of general counsel. This article also provides follow-up in the five years since completion of residency.
(C) 2015 by the Association of American Medical Colleges

Physical Limits on CPR Quality and Methods for Quality Improvement

Physical Limits on CPR Quality and Methods for Quality Improvement

This is interesting research suggesting that many people are not able to perform effective CPR because of the amount of force required. This researcher is working on this with the hope that the American Heart Association will start teaching people to do compressions with their foot, which is more effective and less exhausting. His data might be useful to someone with a disability who has been told that they cannot be a nurse without being certified in CPR.

Here’s a little more info if you’re interested:
http://www.slicc.org/ReSS_2013_030.pdf

EEOC Settles with Hospital that Refused Job Accommodation for Nurse with Cancer

Angel Medical Center to Pay $85,000 to Settle EEOC Disability Discrimination Suit
The U.S. Equal Employment Opportunity Commission (EEOC) has settled a disability discrimination lawsuit with Angel Medical Center, Inc. of Franklin, NC. The hospital was charged with violating the Americans with Disabilities Act (ADA) by denying an employee an accommodation that would have allowed her to get cancer treatments while working full time. The hospital allegedly refused the accommodation request and then fired the nurse.

To learn more about the ADA and other laws that protect the rights of people with disabilities read “Disability.gov’s Guide to Disability Rights Laws.”

Accommodating the Communication Needs of Deaf-Blind Employees

Accommodating the Communication Needs of Deaf-Blind Employees
by
Teresa Goddard and Elisabeth Simpson, Job Accommodation Network, Volume 10, Issue 2, Second Quarter, 2012
When you think of an individual who is deaf-blind (also known as deaf-blindness, blind-deaf, dual sensory impaired, or combined vision and hearing loss), do you think of someone who is fully deaf and fully blind? Helen Keller might be an important historical figure that comes to mind. In reality, while there are individuals who are fully deaf and fully blind, many people who are deaf-blind have some usable vision and hearing. For example, some individuals may have grown up with some degree of vision loss and experienced a change in their hearing later in life, or vice versa. Other individuals may have been born with mild to moderate deficits in both vision and hearing. Others may have experienced trauma or illness at some point in their lives that resulted in both vision and hearing loss while older adults are likely to experience age-related vision and hearing impairments.

Incorporate Reasonable Accommodation Practices into your Onboarding Process

Incorporate Reasonable Accommodation Practices into your Onboarding Process
by Ann Hirsh, Job Accommodations Network, Volume 10, Issue 2, Second Quarter, 2012
Spring is in full swing and there are signs indicating an upcoming increase in the hiring of people with disabilities in both the Federal and private sectors. With Federal Executive Order 13548 – Increasing Federal Employment of Individuals with Disabilities and the potential changes for Federal contractors in the Office of Federal Contract Compliance Programs’ (OFCCP) Notice of Proposed Rulemaking (NPRM) for Section 503 of the Rehabilitation Act, employers would be wise to review their onboarding processes.

The purpose of an onboarding process is to smoothly integrate new employees into their positions and company culture. If you already have an onboarding process, does your process consider reasonable accommodation issues for your new employees who may happen to have a disability? It should. Take a look at your process and see if you need to incorporate the following reasonable accommodation considerations.

Accommodating the Communication Needs of Deaf-Blind Employees

Accommodating the Communication Needs of Deaf-Blind Employees

by Teresa Goddard and Elisabeth Simpson, Job Accommodation Network, Volume 10, Issue 2, Second Quarter, 2012

When you think of an individual who is deaf-blind (also known as deaf-blindness, blind-deaf, dual sensory impaired, or combined vision and hearing loss), do you think of someone who is fully deaf and fully blind? Helen Keller might be an important historical figure that comes to mind. In reality, while there are individuals who are fully deaf and fully blind, many people who are deaf-blind have some usable vision and hearing. For example, some individuals may have grown up with some degree of vision loss and experienced a change in their hearing later in life, or vice versa. Other individuals may have been born with mild to moderate deficits in both vision and hearing. Others may have experienced trauma or illness at some point in their lives that resulted in both vision and hearing loss while older adults are likely to experience age-related vision and hearing impairments.

Workplace accommodation needs for deaf-blind employees will depend on the setting in which individuals will be working, their specific job tasks, and their unique hearing and vision needs. Typical concerns may include: equal access to information presented in meetings and trainings, effective workplace communication, access to printed materials, computer access, and emergency preparedness. For instance, the following accommodation scenarios involving workers who are deaf-blind show how reasonable accommodations can support effective communication in the workplace and allow equal access to employment opportunities.

  • Providing Equal Access to an Interview: A federal employer provided an interpreter who specialized in interpreting for individuals who are deaf-blind to accommodate a candidate who needed an interpreter to participate in a job interview.
  • Accommodating a Presenter who is Deaf-Blind: A research scientist had profound deafness and low vision. He needed to present research findings at a meeting. The employee created slides using a large font size and a high contrast theme. The employer provided an interpreter who used techniques for interpreting for Deaf-Blind individuals including standing within four feet of the individual to communicate questions and comments from the audience. A second interpreter voiced the employee’s signs for the hearing attendees.
  • Communicating with Coworkers: A student employee at a federal agency needed to interact with her team to plan and implement projects, but face-to-face communication was difficult for her and she had difficulty hearing on the telephone. Her most reliable method of communication was instant messaging (IM). The employer set up a secure IM client so that all team members could discuss projects via chat. The intern successfully exchanged ideas about team projects with team members who also found the chat logs useful.
  • Communicating with Clients: A consultant usually used email and IM to interact with clients remotely, but used a Deaf-Blind Communicator (DBC), a device which allows a Braille user to exchange messages with a sighted communication partner, to facilitate communication during face to face meetings when an appropriate interpreter was not available. He also used the device to interact with staff at restaurants when entertaining clients at lunch meetings.
  • Communicating with Public: An employee at a doctor’s office needed to ask intake questions at a check in counter. The employee had progressive hearing loss and was a Braille user. A JAN consultant suggested exploring use of devices that would allow the employee to type her responses on a keyboard or Braille keyboard and receive replies via Braille. Some examples of such products include the DBC, an Interpretype with a Braille display, or other interactive communication system.

Job seekers and employees who are deaf-blind are likely to be very knowledgeable about their accommodation needs, especially equipment and techniques that have served them well in other settings. Employers should be prepared to work with the individual, and likewise, individuals should be open to discussing their own ideas as well as effective alternatives. Remember that accommodations may be needed to allow effective communication during this process. Many helpful resources are available to assist in determining effective accommodation including: medical providers, vocational rehabilitation and other state agencies, assistive technology projects, and of course JAN.

For more JAN resources, visit JAN’s A to Z for:

You can also contact a JAN consultant to discuss accommodation ideas and get targeted suggestions. Additional resources include:

– Teresa Goddard, MS, Senior Consultant, Motor / Sensory Team

– Elisabeth Simpson, MS, Senior Consultant, Motor / Sensory Team