Intellectual (developmental) disabilities have until recently been known as mental retardation. Stigma associated with the use of this name has necessitated the name change. Affected persons usually have varying degrees of cognitive impairs and also exhibit maladaptive behaviors. Many have difficulties learning new skills. You need to understand a number of things about individuals with intellectual disabilities in Portsmouth, VA so as to be better placed to assist them.
No cause is found in a majority of the cases of developmental disability. However, theories revolve around genetics, social influence and the environment. Fortunately many of the persons that are known to have this condition have the mild form and have IQ scores ranging from 50 to 70. Their biggest challenge comes in the classroom where they tend to have difficulties in developing cognitive skills and their social behaviors fall short of what is expected of their peers.
It is important that children who have special needs are not put together in the classroom with their typically functioning peers. The cognitive gap that exists between the two groups is likely to make the situation worse as those who have disability will always have to play catch up. Teachers should adopt methods that will make them learn the required skills easier. Areas such as money, concepts, time concepts, vocational training, self-care and hygiene should be emphasized.
Accommodation is necessary to make it possible for the persons who have special needs to enjoy the employment opportunities that are available to everyone else. Accommodation is simply the act of making it easier for these persons to carry out specific duties in the work place. They extent of help required varies depending on the severity of the condition. Examples include providing reading and material interpretation assistance, demonstrating required techniques and making interviews more practically rather than theoretical.
As they grow into adults, persons with intellectual disability lead independent lives in most cases. Unfortunately, however, many of them remain unemployed or are underemployed in spite of their willingness to take up jobs. There have been sustained efforts by concerned agencies and advocacy groups to make it easier for these people to get fair treatment in the workplace and to increase the opportunities available to them.
The employer is required by law to keep the medical information of the employee confidential. Such information can only be disclosed in select cases. This would include, for example, when there is a need to make special accommodation arrangements, in case of an emergency that requires medical attention and in the case of claim settlement by insurers.
Asking questions related during interviews is discriminatory. However, employers can ask about the qualifications that the candidate has. The employee can disclose the information voluntarily if they believe that it will be helpful in the process. The employee has to explain how they intend to carry out their duties with or without accommodation. The employer and the employee should work together to determine the kind of accommodation that will needed.
Employers should be proactive in preventing harassment. This can be done by having written policies in the workplace, preparing employee handbooks, having regular staff meetings to address the issue and periodic training. It should be made clear that harassment cases are to be reported to the manager. Corrective action should be taken promptly when reports are received.
No cause is found in a majority of the cases of developmental disability. However, theories revolve around genetics, social influence and the environment. Fortunately many of the persons that are known to have this condition have the mild form and have IQ scores ranging from 50 to 70. Their biggest challenge comes in the classroom where they tend to have difficulties in developing cognitive skills and their social behaviors fall short of what is expected of their peers.
It is important that children who have special needs are not put together in the classroom with their typically functioning peers. The cognitive gap that exists between the two groups is likely to make the situation worse as those who have disability will always have to play catch up. Teachers should adopt methods that will make them learn the required skills easier. Areas such as money, concepts, time concepts, vocational training, self-care and hygiene should be emphasized.
Accommodation is necessary to make it possible for the persons who have special needs to enjoy the employment opportunities that are available to everyone else. Accommodation is simply the act of making it easier for these persons to carry out specific duties in the work place. They extent of help required varies depending on the severity of the condition. Examples include providing reading and material interpretation assistance, demonstrating required techniques and making interviews more practically rather than theoretical.
As they grow into adults, persons with intellectual disability lead independent lives in most cases. Unfortunately, however, many of them remain unemployed or are underemployed in spite of their willingness to take up jobs. There have been sustained efforts by concerned agencies and advocacy groups to make it easier for these people to get fair treatment in the workplace and to increase the opportunities available to them.
The employer is required by law to keep the medical information of the employee confidential. Such information can only be disclosed in select cases. This would include, for example, when there is a need to make special accommodation arrangements, in case of an emergency that requires medical attention and in the case of claim settlement by insurers.
Asking questions related during interviews is discriminatory. However, employers can ask about the qualifications that the candidate has. The employee can disclose the information voluntarily if they believe that it will be helpful in the process. The employee has to explain how they intend to carry out their duties with or without accommodation. The employer and the employee should work together to determine the kind of accommodation that will needed.
Employers should be proactive in preventing harassment. This can be done by having written policies in the workplace, preparing employee handbooks, having regular staff meetings to address the issue and periodic training. It should be made clear that harassment cases are to be reported to the manager. Corrective action should be taken promptly when reports are received.
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