Town Hall Meeting November 20, 2009 - 9:00 am to 4:00 pm
UNO TRAC Center, 2000 Lakeshore Drive, New Orleans
The Equal Employment Opportunity Commission (EEOC) and
the U.S. Department of Justice (DOJ) Civil Rights Division
announce a full-day Town Hall Listening Session.
• When: November 20, 2009, 9:00 am to 4:00 pm
• Where: UNO TRAC Center, 2000 Lakeshore Drive, New Orleans
This is one of a series of forums to obtain direct input from
the business/employer communities as well as the disability
community on EEOC's proposed regulations under the
Americans with Disabilities Amendments Act of 2008 (ADAAA).
The event is free and open to the public.
RSVP Is Not Required
For more information,
visit www.advocacyla.org or
call 504-522-2337 (TTY 1-866-935-7348).
Wednesday, October 21, 2009
ADA/DPSC on Deaf Prisoners and Employees
The Louisiana Register includes information on the Americans with Disabilities Act and the Department of Public Safety and Corrections
for offenders in jail and in employment practices. Includes information on people who are deaf and hearing impaired.
(http://www.doa.louisiana.gov/osr/reg/regs2009.htm)
RULE Department of Public Safety and Corrections
Corrections Services
Americans with Disabilities Act
In accordance with the provisions of the Administrative Procedure Act (R.S. 49:950), the Department of Public Safety and Corrections, Corrections Services, has promulgated the contents of Section 308 Americans with Disabilities Act.
Title 22
CORRECTIONS, CRIMINAL JUSTICE AND LAW ENFORCEMENT
Part I. Corrections
Chapter 3. Adult Services
§308. Americans with Disabilities Act
A. Purpose. To establish the secretary's commitment to compliance with the Americans with Disabilities Act and related legislation as it pertains to services for offenders and to establish formal procedures regarding reasonable accommodations for those offenders.
B. Applicability. Deputy Secretary, Undersecretary, Chief of Operations, Assistant Secretary, Regional Wardens, Wardens, Director of Probation and Parole, Director of Prison Enterprises and offenders who have a disability. Each unit head is responsible for ensuring that appropriate unit written policy and procedures are in place to comply with the provisions of this regulation.
C. Policy. It is the secretary's policy to provide offenders with access to housing, programs and services regardless of their disability to the extent possible within the context of the department's fundamental mission to preserve the safety of the public, staff and offenders and consistent with other classification variables that may affect custody, housing and program assignments. Equal access to programs, services and activities will be provided to all offenders based upon their classification.
1. Access to housing, programs and services includes the initiation and provision of reasonable accommodations including, but not limited to facility modifications, assistive equipment and devices and interpreter services. However, such accommodation should not constitute a danger to the offender or others and should not create undue hardship on the department or its employees.
2. Staff who are aware of or have reason to believe that an offender has a disability for which he may need accommodation are required to advise the unit ADA coordinator, who will evaluate the circumstances to determine if auxiliary aids and services and reasonable accommodations are required.
D. Definitions
Americans with Disabilities Act (ADA)—a comprehensive federal law which requires the state to provide equal access for people with disabilities to programs, services and activities of the department.
Auxiliary Aids and Services—external aids used to assist people who are hearing-impaired and may include qualified sign language or oral interpreters, written materials, telephone handset amplifiers, assistive listening devices, telephones compatible with hearing aids, closed caption decoders, open and closed captioning, telecommunication devices for deaf persons (TDD/TTY), videotext displays or other effective methods of making aurally delivered materials available to individuals with hearing impairments.
Disability—a physical or mental impairment that substantially limits one or more of the major life activities of an individual, including a record of such impairment or being regarded as having such impairment.
Effective Communication—communication with persons with disabilities that is as effective as communication with others. Effective communication is achieved by furnishing appropriate auxiliary aids and services where necessary to afford qualified individuals with disabilities an equal opportunity to participate in or benefit from the services, programs or activities of the department.
Major Life Activity—walking, seeing, hearing, breathing, caring for one's self, sitting, standing, lifting, learning, thinking, working and reproduction. This list is illustrative only. The impairment to a major live activity must be long term.
Offender—anyone committed to the physical custody of the Department of Public Safety and Corrections or under the supervision of the Division of Probation and Parole.
Qualified Interpreter—an interpreter who is able to interpret effectively, accurately and impartially both receptively and expressively, using any necessary specialized vocabulary.
a. An employee who signs "pretty well" or has only a rudimentary familiarity with sign language or finger spelling is not a qualified sign language interpreter pursuant to this regulation. Likewise, someone who is fluent in sign language but who does not possess the ability to process spoken communication into the proper signs or to observe someone else signing and change their signed or finger spelled communication into spoken words is not a qualified sign language interpreter. A departmental employee should not be allowed to interpret if his presence poses a conflict of interest or raises confidentiality and privacy concerns. On occasion, an offender may possess the skill level necessary to provide interpreting services; however, the impartially concerns remain, and in many, if not most, situations, offender interpreters should not be used due to confidentiality, privacy and security reasons.
Reasonable Accommodation—a modification or adjustment to a job, service, program or activity, etc that enables a qualified individual with a disability to have an equal opportunity for participation.
Requestor—a person who requests an accommodation for a disability.
E. Procedures
1. Initiation of Requests for Accommodation
a. A qualified individual with a known disability of a long term nature should be accommodated where reasonably possible. A request for accommodation may be filed orally or in writing.
b. An offender with a disability may be able to function in the unit without any accommodation other than that which may already have been provided. If not, the offender may request accommodation.
c. The ADA does not require that a request for accommodation be provided in any particular manner; therefore, the department is charged with having knowledge, or deemed with having knowledge, of the request regardless of the form of the request.
d. The department has in place a formal grievance mechanism through which an offender may seek formal review of a complaint relative to any request for reasonable accommodation.
e. An offender may submit a written request for accommodation through the ARP process or staff shall direct or assist the offender to write his request if the request is made verbally.
f. The ADA block on the ARP form shall be checked by the ARP screening officer and directed to the unit ADA coordinator.
2. Accommodation Review Process
a. Upon receipt of a request for accommodation, the unit ADA coordinator shall seek to determine the following:
i. if the medical condition is of a temporary or long-term nature;
ii. if additional medical information is needed. At this point of the process, the unit ADA coordinator may request that the unit medical director determine the following:
(a). what specific symptoms and functional limitations are creating barriers;
(b).if the limitations are predictable, subject to change, stable or progressive;
(c)how the limitations impact the offender's ability to fully participate in the activities and services provided;
iii. whether the condition complained of impairs a major life activity.
b. Once the initial information is gathered, a dialogue between the requestor and the unit ADA coordinator regarding resolution of the problem shall begin.
NOTE: It may take only a change in duty status to resolve the problem.
c. An exception to the need to make an accommodation includes, but is not limited to, the following:
i. not a qualified disability;
ii. threat to one's self or others. Considerations include:
(a). duration of the risk involved;
(b). nature and severity of the potential harm;
(c). likelihood the potential harm will occur;
(d). imminence of the potential harm;
(e). availability of any reasonable accommodation that might reduce or eliminate the risk;
iii. undue hardship. The decision to use this exception can only be made by the headquarters ADA coordinator after consultation with appropriate personnel. A written description of the problem with the requested accommodation and the difficulty anticipated by the unit should be sent to the headquarters ADA coordinator. Considerations include the following:
(a). scope of the accommodation;
(b). cost of the accommodation;
(c). budget of the department;
(d). longevity of the accommodation;
iv. alteration would fundamentally change the nature of the service, program or activity.
3. Decision
a. Consideration should be given on a case-by-case basis.
b. Once the decision to accommodate or not is made, the requestor must be informed in writing of the decision of whether or not an accommodation will be made, the reason for the decision and the accommodation to be made, if applicable, including any specific details concerning the accommodation. This decision shall be conveyed through the ARP First Step Process. The requestor shall also be informed of the right to appeal the decision through the ARP process.
i. For each decision, a copy of the packet of information containing the decision, all information used to reach a decision and all attempts to resolve the request shall be forwarded to the headquarters ADA coordinator. The unit ADA coordinator shall ensure that all requests for accommodation are properly and timely entered into the department's ADA database.
4. Appeal
a. The offender has the right to appeal to the second step in accordance with the ARP process.
b. The ARP response shall be issued in conjunction with the headquarters ADA coordinator and shall contain the relevant issues raised in Subparagraphs E.2.a, b and c.
5. Recordkeeping
a. The Headquarters ADA coordinator shall maintain records of all requests for accommodation made throughout the department.
b. To ensure uniform and consistent compliance with the provisions of this regulation, the headquarters ADA coordinator shall maintain and track statistics concerning all requests for accommodation from offenders and the nature and outcome of the accommodations requested.
c.If a pattern becomes apparent following review of the statistics, the headquarters ADA coordinator shall seek to remedy and/or correct any problems noted and report same to the secretary.
RULE
Department of Public Safety and Corrections
Corrections Services
Effective Communication with the Hearing Impaired
Title 22
CORRECTIONS, CRIMINAL JUSTICE AND LAW ENFORCEMENT
Part I. Corrections
Chapter 3. Adult Services
§312. Effective Communication with the Hearing Impaired
A. Purpose. To establish procedures to provide auxiliary aids and services whenever necessary to ensure effective communication with qualified individuals with disabilities.
B. Applicability. Deputy Secretary, Undersecretary, Chief of Operations, Assistant Secretary, Regional Wardens, Wardens, Director of Probation and Parole, Director of Prison Enterprises, offenders, employees and visitors who are hearing-impaired. Each unit head is responsible for ensuring that appropriate unit written policy and procedures are in place to comply with the provisions of this regulation.
C. Policy. It is the secretary's policy to ensure that communication with offenders, employees and visitors with disabilities is to the same extent as communicating with others. The department shall furnish appropriate auxiliary aids and services where necessary to afford an individual with a disability an equal opportunity to participate in, and enjoy the benefits of, a service, program or activity conducted by the department where the auxiliary aids or services does not constitute an undue administrative and financial burden or fundamentally alter the service, program, or activity. Any male offender whose hearing cannot be restored to a "within normal limits" medical level with an auxiliary aid will be housed at either the Louisiana State Penitentiary (LSP) or Rayburn Correctional Center (RCC). Any female offender whose hearing cannot be restored to a "within normal limits" medical level with an auxiliary aid will be housed at the Louisiana Correctional Institute for Women (LCIW.)
D. Definitions
Americans with Disabilities Act (ADA)—a comprehensive federal law which requires the state to provide equal access for people with disabilities to services, programs, and activities of the department.
Auxiliary Aids and Services (AAS)—external aids used to assist people who are hearing-impaired and may include qualified sign language or oral interpreters, written materials, telephone handset amplifiers, assistive listening devices, telephones compatible with hearing aids, closed caption decoders, open and closed captioning, telecommunication devices for deaf persons (TDD/TTY), videotext displays or other effective methods of making aurally delivered materials available to individuals with hearing impairments.
Departmental Personnel—for the purpose of this regulation, this shall include, but not be limited to, nurses, physicians, social workers, therapists, admitting personnel, security staff, probation and parole officers and any other administrative staff who have or are likely to have direct contact with offenders and/or visitors.
Disability—a physical or mental impairment that substantially limits one or more of the major life activities of an individual, including a record of such impairment or being regarded as having such impairment.
Effective Communication—communication with persons with disabilities that is as effective as communication with others. Effective communication is achieved by furnishing appropriate auxiliary aids and services where necessary to afford qualified individuals with disabilities an equal opportunity to participate in or benefit from the services, programs and activities of the department.
Major Life Activity—walking, seeing, hearing, breathing, caring for one's self, sitting, standing, lifting, learning, thinking, working and reproduction. This list is illustrative only. The impairment to a major life activity must be long term.
Offender—anyone committed to the physical custody of the Department of Public Safety and Corrections or under the supervision of the Division of Probation and Parole.
Qualified Interpreter—an interpreter who is able to interpret effectively, accurately and impartially both receptively and expressively, using any necessary specialized vocabulary.
NOTE: An employee who signs "pretty well" or has only a rudimentary familiarity with sign language or finger spelling is not a qualified sign language interpreter pursuant to this regulation. Likewise, someone who is fluent in sign language but who does not possess the ability to process spoken communication into the proper signs or to observe someone else signing and change their signed or finger spelled communication into spoken words is not a qualified sign language interpreter. A departmental employee should not be allowed to interpret if his presence poses a conflict of interest or raises confidentiality and privacy concerns. On occasion, an offender may possess the skill level necessary to provide interpreting services; however, the impartially concerns remain, and in many-if not most-situations, offender interpreters should not be used due to confidentiality, privacy and security reasons.
Reasonable Accommodation—a modification or adjustment to a job, service, program or activity, etc. that enables a qualified individual with a disability to have an equal opportunity for participation.
Requestor—a person who requests an accommodation for a disability.
TTY/TDD—a device that is used with a telephone or computer that has telephone text capability to communicate (by typing and reading communication) with persons who are deaf or hearing-impaired.
Visitor—for the purpose of this regulation, includes any non-departmental employee who is authorized to be on institutional grounds. i.e., volunteers, contractors, official guests, etc.
E. Procedures
1. Establishment of Auxiliary Aids and Services (AAS) Program. The department shall design and institute a program to provide auxiliary aids and services, schedule, announce and promote all training required, and draft, provide and maintain all reports as required by this regulation.
2. Designation of an official or office responsible for AAS.
a.Each unit ADA coordinator will be responsible for the AAS Program and shall maintain all necessary information about access to and the operation of the program.
b. LSP, RCC and LCIW unit ADA coordinators shall maintain a combination voice, TDD/TTY telephone line or dedicated TDD/TTY telephone line and shall publicize the purpose and telephone number broadly within the unit and to the public.
c. Each unit ADA coordinator shall provide appropriate assistance regarding immediate access to, and proper use of, the appropriate auxiliary aids and services available. It is the responsibility of the unit ADA coordinators to know where the appropriate auxiliary aids are stored, how to obtain services and how to operate them and shall facilitate maintenance, repair, replacement and distribution.
d. Each unit ADA coordinator shall maintain a recording system for inquiries regarding the provision of auxiliary aids and services and the response.
3. Provision of Appropriate Auxiliary Aids and Services
a. The department shall provide to offenders, employees and visitors who are deaf or hearing-impaired an appropriate auxiliary aid or service that may be necessary for effective communication as soon as practicable after determining that the aid or service is necessary.
b. The determination of which appropriate auxiliary aids and services are necessary and the timing, duration and frequency with which they will be provided shall be made by unit personnel, who are otherwise primarily responsible for coordinating and/or providing offender services, in consultation with the person with a disability. When an auxiliary aid or service is required to ensure effective communication, the unit shall provide an opportunity for an individual with a disability to request the auxiliary aid or service of the requestor's choice and shall give consideration to the choice expressed, but shall have the final decision regarding the accommodation to be provided.
c. The initial offender communication assessment shall be made at the time of the intake interview at a reception and diagnostic center or other appropriate classification center within 48 hours of arrival. Properly trained staff shall perform and document a communication assessment to determine the offender's level of effective communication. This assessment shall be conducted by an outside provider or departmental staff, barring any unusual or emergency condition within 10 weeks from the initial assessment. The written assessment shall be made a part of the offender's master prison record.
i. During the initial communication assessment, each offender shall be given a Request for Accommodation Form. This form shall also be made available to the current offender population. Offenders are free to reject or to fail to request auxiliary aids and services, but failure to use the designated form does not relieve the reception center/institution of its duty to assess the offender, nor to inform the offender of the availability of appropriate auxiliary aids and services. Refusal or failure by an offender to complete or return the Request for Accommodation shall not constitute a violation of the ADA or of the Resolution Agreement by the department.
ii. If the initial assessment reveals that an offender's hearing is below normal limits as defined by the Occupational Safety and Health Administration, a male offender shall be transferred to LSP for continuation and completion of the classification process.
d. Each unit shall conduct a minimum of a yearly assessment of each offender with hearing or speech disability regarding the provision of appropriate auxiliary aids and services. If an intervening problem or adjustment is required, the offender shall request a medical call-out. Each unit shall maintain appropriate documentation that reflects the ongoing assessments. The information shall be filed in the offender's medical record.
4. Nothing in this regulation shall require that an electronic device or piece of equipment used as an appropriate auxiliary aid be used when or where its use may be inconsistent with other departmental regulations or unit policies or when use may pose security concerns. (For example, closed-captioned televisions are provided consistently for offenders with hearing disabilities with the same duration and frequency as televisions are provided to the other offenders classified in the same status. No offender will be provided a television if his status would not otherwise permit access.)
5.The department shall maintain an effective complaint resolution mechanism regarding the provision of auxiliary aids and services. Records shall be kept of all complaints filed and actions taken in response. All complaints shall be handled through each unit ADA coordinator and the grievance systems currently in effect. The warden designated to oversee the operation of the ADA Program at each institution or division shall conduct a meaningful review of this regulation on a semi-annual basis.
6. If an offender who is deaf or hearing-impaired does not request appropriate auxiliary aids or services, but departmental and/or unit personnel have reason to believe that the offender would benefit from appropriate auxiliary aids or services, the offender may be asked if the use of auxiliary aids would be beneficial and initiate the testing procedure without violating ADA.
F. Qualified Interpreters
1. The department shall provide qualified sign language or oral interpreters when necessary for effective communication with, or effective participation in, departmental programs and activities by employees, offenders and visitors who are deaf or hearing-impaired. In addition, the department shall offer qualified sign language interpreters to offenders who are deaf or hearing-impaired and whose primary means of communication is sign language and qualified oral interpreters to offenders who rely primarily on lip reading, as necessary, for effective communication.
a. The following are examples of circumstances when it may be necessary to provide interpreters:
i. initial intake and classification processing;
ii. regularly scheduled health care appointments and programs, such as medical, dental, visual, mental health and drug and alcohol recovery services;
iii. emergency health care where having an interpreter would not present an undue burden (e.g., interpreter can arrive at the scene quickly);
iv. treatment and other formal programming;
v. educational classes and activities;
vi. parole board hearings;
vii. disciplinary board hearings;
viii. criminal investigations (to the extent controlled by the department);
ix. classification review interviews;
x. grievance interviews;
xi. religious services; and
xii. formal internal investigations.
2. The department shall establish a contract with individual sign language interpreters or with interpretive agencies for hearing impaired offenders, employees or visitors who require this service, or shall provide other effective means to ensure that qualified interpreters or oral interpreters are provided within three hours of an unscheduled request and timely for scheduled requests. Additionally, as a back-up measure, the headquarters ADA coordinator shall maintain a list of all qualified sign language and oral interpreters (and their contact information) residing or working within a 50-mile radius of any unit housing deaf or hearing-impaired offenders. The headquarters ADA coordinator shall provide this information to the unit ADA coordinators at LSP, RCC and LCIW.
NOTE: The department shall ensure by contract or other arrangements that all services, programs or activities provided or operated by contractors are in compliance with ADA. Contracts with those entities that fail or refuse to comply with ADA shall be subjected to formal termination proceedings.
3. Between the time an interpreter is requested and when an interpreter arrives, unit personnel shall continue to try to communicate with the person who is hearing-impaired to the same extent as they would communicate with a person without a hearing impairment, using all available methods of communication. However, in an emergency, seeking the services of an interpreter shall not mean that medical treatment will be delayed until the interpreter arrives. In addition, upon arrival of the interpreter, unit personnel shall review and confirm with the offender, employee or visitor all information received prior to the interpreter's arrival.
4. Offenders requesting auxiliary aids and/or services, after the initial assessment and which would require a medical evaluation, shall be charged the standard medical co-pay.
EXCEPTION: The offender may be assessed the total costs of replacement of an auxiliary aid if it is determined that replacement is a direct result of the offender's negligence/damage to property.
G. Hearing Aids and Batteries
1. Each unit shall purchase appropriate types of hearing aid batteries and keep them in stock in the medical supply room during the length of time an offender who wears a hearing aid is housed at that unit. Replacement hearing aid batteries shall be provided to offenders who request them on the first business day following receipt of the request. If the request is made on a weekend or holiday or a night after regular business hours, the replacement battery will be provided on the first standard business day following the request.
2. Each unit shall send offender hearing aids to a hearing aid repair company as soon as possible, but no later than 24 hours (excluding weekends and holidays) following a request for repair of the offender's hearing aid. The unit shall inform the offender in writing, as soon as possible, when his hearing aid was sent for repair and when it is expected to be returned by the repair company. The unit shall maintain written documentation of all hearing aid repairs, including detailed information regarding the vendor used, the date of the repair and the specific repairs performed. This information shall be submitted by each unit to the medical department at the Louisiana State Penitentiary quarterly for statistical compilation purposes.
H. Telephones
1. The department shall provide telecommunication devices for the deaf (TDDs/TTYs) for offenders who are deaf or hearing-impaired in a manner that ensures effective access to telephone services. In addition, the following is required so that those offenders who do hear will have access to TDDs/TTYs to communicate with family members or friends who are deaf or hearing-impaired.
a. Each unit shall make at least one TDD/TTY device available in each of the visiting areas where non-contact visits are conducted and the communication exchanged is accomplished over a telephone device. The unit can either permanently install the required TDD/TTY or make available a sufficient number of portable TDDs/TTYs for these visits.
b. Each unit shall provide a TDD/TTY to all deaf or hearing-impaired offenders residing in housing areas to the extent that pay telephones are available to other offenders. In those situations where the unit provides portable TDDs/TTYs, the housing officers shall provide them upon the offender's request, absent emergency circumstances such as lockdown.
c.The department shall take the necessary steps to provide offenders, with toll-free access to "800" numbers for telephone relay services and TDD/TTY operators. These numbers will be posted near all offender telephones, with notice that they are toll-free numbers. The telephone calls to the TDD/TTY operator will be provided free of charge, but any charges incurred to the receiving party will be handled as a standard offender telephone call. Thus, the offender or the receiving party shall be responsible for any long distance charges accrued.
d. Due to the fact that telephone calls placed via a TDD/TTY take longer than telephone calls placed using standard voice telephone equipment, the unit shall allow offenders needing TDD/TTY assistance to have 30 minutes per telephone call, barring any unusual circumstances.
2. Each unit shall ensure that at least one and no less than 25 percent of all offender telephones are equipped with volume control mechanisms and appropriate signs are displayed indicating the phone is volume controlled.
3. Each unit shall ensure that no less than 25 percent of all of its offender telephones are hearing aid compatible in the general population.
4. Each unit shall maintain records of all offenders who have been medically evaluated for any type of hearing impairment, the results of such assessment, date of any reassessment, any transfer or discharge of offenders assessed with a hearing impairment, requests for accommodations including the date requested and the determination and the provision of auxiliary aids or services and the date(s) provided. This information shall be submitted by each unit to the medical department of the Louisiana State Penitentiary quarterly for statistical compilation purposes.
I. Visual and Tactile Alarms
1. Where there are audible emergency alarms in visiting areas, each unit shall add visual alarms when an individual who is deaf or hearing-impaired is anticipated to spend significant periods of time in these areas.
2. Each unit shall place visual emergency alarms in rooms where offenders who are deaf may reside alone or work alone to ensure that they will always be alerted when an emergency alarm is activated. To be effective, such devices must be located and oriented so that they will spread signals and reflections throughout a space or raise the overall light level sharply.
3. Where each unit has audible alarms in housing areas, the unit shall add visual signal devices, when necessary, to alert offenders who are deaf or hearing-impaired to announcements (e.g., roll call.)
J. Televisions
1. Each unit shall provide and maintain closed-captioned television decoders (or built-in decoder televisions) in television rooms to enable offenders who are deaf or hearing-impaired to enjoy the same opportunity for television viewing as that afforded to other offenders.
K. Training
1. Annual training regarding this regulation shall be provided by the department to all employees through the regularly scheduled ADA Training Program.
2. The training program shall be sufficient in duration and content to instruct a reasonable number of personnel in access to the AAS Program, use of the program, and sensitivity to the needs of the deaf and hearing-impaired offender population. Such training shall include:
a.topics relevant to the health care needs of deaf and hearing-impaired offenders, such as the various degrees of hearing impairment;
b. language and cultural diversity in the deaf community;
c. dispelling myths and misconceptions about persons who are deaf or hearing-impaired;
d. identification of communication requirements of persons who are deaf or hearing-impaired;
e. the unique needs and problems encountered by late-deafened individuals;
f. psychological implications of hearing loss and its relationship to interaction with hearing health care professionals;
g. types of auxiliary aids and services as required pursuant to this regulation;
h. the proper use and role of qualified sign language interpreters;
i. procedures and methods for accessing the AAS Program for providing interpreters;
j. making and receiving calls through TDDs/TTYs and the Louisiana Relay or other relay service providers;
k. third party resources which can provide additional information about people who are deaf or hearing-impaired; and
l. the existence of the department's complaint resolution process.
L. Recordkeeping
1. The Headquarters ADA Coordinator shall maintain records of all requests for accommodation made throughout the department.
2. The headquarters ADA coordinator shall maintain and track statistics concerning all requests for accommodation from offenders, employees and visitors and the nature and outcome of the accommodations requested.
3. If a pattern becomes apparent following review of the statistics, the headquarters ADA coordinator shall seek to remedy and/or correct any problems noted and report same to the secretary.
RULE
Department of Public Safety and Corrections
Corrections Services
Equal Employment Opportunity
(Includes Americans with Disabilities Act)(LAC 22:I.201)
In accordance with the provisions of the Administrative Procedure Act (R.S. 49:950), the Department of Public Safety and Corrections, Corrections Services, has amended the contents of Section 201 Equal Employment Opportunity.
Title 22
CORRECTIONS, CRIMINAL JUSTICE AND LAW ENFORCEMENT
Part I. Corrections
Chapter 2. Personnel
§201. Equal Employment Opportunity
(Includes Americans with Disabilities Act)
A. Purpose. To establish the secretary's commitment to equal employment opportunities and to establish formal procedures regarding reasonable accommodation for all employees, applicants, candidates for employment (including qualified ex-offenders) and visitors.
B. Applicability. Deputy Secretary, Undersecretary, Chief of Operations, Assistant Secretary, Regional Wardens, Wardens, Director of Probation and Parole, Director of Prison Enterprises, employees, applicants, candidates for employment (including ex-offenders) and visitors. Each unit head is responsible for ensuring that appropriate unit written policy and procedures are in place to comply with the provisions of this regulation.
C. Policy. It is the secretary's policy to assure equal opportunities to all employees, applicants, candidates for employment (including ex-offenders) and visitors without regard to race, religion, color, national origin, sex, disability or age.
1. Exceptions:
a. where age, sex or physical requirements constitute a bona fide occupational qualification necessary for proper and efficient operations;
b. where the implications of nepotism restrict such employment or employment opportunity; and
c. preferential hiring will be given to persons who actively served in the Iraqi/Afghanistan conflicts in accordance with Civil Service Rules.
2. Equal opportunities will be provided for employees in areas of compensation, benefits, promotion, recruitment, training and all other conditions of employment. Notices of equal employment opportunities will be posted in prominent accessible places at each employment location.
3. Equal access to programs, services and activities will be provided to all visitors. Advance notice of a requested accommodation shall be made during normal business hours to ensure availability at the time of the visit.
4. If any employee is made aware of or has reason to believe that a visitor to the unit is deaf or hard of hearing,
the employee is required to advise the person that appropriate auxiliary aids and services will be provided. The employee should then direct the visitor to the unit ADA Coordinator or designee. Likewise, such information must be forthcoming in response to any request for auxiliary aid or services.
D. Definitions
Age Discrimination in Employment Act (ADEA)—a federal law to protect individuals 40 years of age and over from arbitrary discrimination in employment practices, unless age is a bona fide occupational qualification. The state of Louisiana has passed similar legislation and the term ADEA will refer to both federal and state prohibitions against age discrimination in this regulation.
Americans with Disabilities Act (ADA)—a comprehensive federal law which requires the state to provide equal access for people with disabilities to programs, services and activities of the department, as well as to employment opportunities.
Applicant—a person who has applied for a job and whose qualification for such is unknown.
Auxiliary Aids and Services—external aids used to assist people who are hearing-impaired and may include qualified sign language or oral interpreters, written materials, telephone handset amplifiers, assistive listening devices, telephones compatible with hearing aids, closed caption decoders, open and closed captioning, telecommunication devices for deaf persons (TDD/TTY), videotext displays or other effective methods of making aurally delivered materials available to individuals with hearing impairments.
Candidate—a person who has successfully passed the required test and/or meets the Civil Service minimum qualifications for the job sought.
Disability—a physical or mental impairment that substantially limits one or more of the major life activities of an individual, including a record of such impairment or being regarded as having such impairment.
Effective Communication—communication with persons with disabilities that is as effective as communication with others. Effective communication is achieved by furnishing appropriate auxiliary aids and services where necessary to afford qualified individuals with disabilities an equal opportunity to participate in or benefit from the services, programs or activities of the department.
Equal Employment Opportunity (EEO)—the operation of a system of human resources administration which ensures an environment that will provide an equal opportunity for public employment to all segments of society based on individual merit and fitness of applicants without regard to race, color, religion, sex, age, national origin, political affiliation or disability (except where sex, age or physical requirements constitute a bona fide occupational qualification necessary to the proper and efficient operation of the department.)
a. The Equal Employment Opportunity Commission (EEOC) is the federal regulatory body for EEO related complaints and charges.
Essential Functions—basic job duties that an employee/applicant must be able to perform, with or without reasonable accommodation.
Ex-Offender—those offenders who are no longer in the physical custody of the DPS&C or no longer under the supervision of the Division of
Probation and Parole.
Family and Medical Leave—leave for which an employee may be eligible under the provisions of the Family and Medical Leave Act of 1993.
Major Life Activity—walking, seeing, hearing, breathing, caring for one's self, sitting, standing, lifting, learning, thinking, working and reproduction. This list is illustrative only. The impairment to a major life activity must be long term.
Qualified Individual with a Disability—an individual with a disability (as previously defined herein) who can perform the essential functions of the job with or without reasonable accommodation.
Reasonable Accommodation—a modification or adjustment to a job, service, program or activity, etc., that enables a qualified individual with a disability to have an equal opportunity for participation.
Requestor—a person who requests an accommodation for a disability.
Seniority—a calculation of the number of years of service to the department and used in comparison to another employee's or applicant's number of years of service to the department. Seniority may be used as a factor in employment decisions but may never be used as a substitute for age discrimination.
Visitor—for the purpose of this regulation, includes any non-departmental employee who is authorized to be on institutional grounds. i.e., volunteers, contractors, official guests, etc.
E. Procedures
1. Coordination of ADA Matters
a. The secretary will establish and designate a Headquarters ADA Coordinator. This employee is charged with reviewing, recording and monitoring ADA matters for the department and will also advise and make recommendations to the secretary or designee regarding such matters as appropriate.
b. Each unit head will designate a primary unit ADA Coordinator to coordinate unit ADA matters. All units will prominently post the name and telephone number of the unit ADA Coordinator.
2. Initiation of Requests for Accommodation
a. A qualified requestor with a known disability of a long term nature should be accommodated where reasonably possible, providing the accommodation does not constitute a danger to the requestor or others and does not create undue hardship on the department or its employees.
NOTE: If a requestor is an employee, applicant or a candidate for employment, the requestor must be able to perform the essential functions of the job with the accommodation.
b. The ADA does not require that a request for accommodation be provided in any particular manner; therefore, the department is charged with having knowledge, or deemed with having knowledge, of the request regardless of the form of the request.
c. If an employee, applicant or candidate for employment informs anyone in his chain of command, Human Resources personnel or the unit ADA Coordinator that he has difficulty performing his job duties or participating in a program or service due to a medical condition, the employee, applicant or candidate for employment is deemed to have made a request for accommodation.
d. If a visitor informs an employee that he cannot participate in the visiting process or any other program or service that the visitor is entitled to participate in, the visitor is deemed to have made a request for accommodation.
e. Once any request for accommodation has been received, either verbally or in writing, the person receiving the request should immediately relay the request to the unit ADA Coordinator or designee.
f. An employee, applicant, candidate for employment (including ex-offenders) or visitor may complete a Request for Accommodation Form. The requestor completing the form must forward it to the unit ADA Coordinator for processing.
3. Accommodation Review Process
a. Upon receipt of the completed Request for Accommodation Form, the unit ADA Coordinator shall seek to determine the following:
i. if the medical condition is of a temporary or long-term nature;
ii. if additional medical information is needed from the requestor's physician or through a second opinion. At this point of the process, the unit ADA Coordinator may inform the requestor that his doctor must complete an Essential Function Form to determine the following:
NOTE: The Index of Essential Job Functions contains the Essential Functions Form for each job category used by the Department. The Index is maintained in each unit Human Resources Office)
(a). what specific symptoms and functional limitations are creating barriers;
(b). if the limitations are predictable, subject to change, stable or progressive;
(c). how the limitations impact the requestor's ability to perform the job, and for visitors, how the limitations impact the requestor's ability to fully participate in the activities and services to which the requestor is entitled;
iii. the condition impairs a major life activity.
b. If questions remain, staff may contact the requestor's treating physician directly.
c. The unit ADA Coordinator shall ensure that a formal request is submitted on a Request for Accommodation Form and provide assistance as needed.
d. Once the initial information is gathered, a dialogue between the requestor and unit ADA Coordinator regarding resolution of the problem shall begin.
e. The discussion may include the following matters:
i. if the problem is of a temporary nature, use of FMLA or sick leave, Workman's Compensation or a temporary halt of some job duties may resolve the problem;
ii. if a second medical opinion is needed, this is to be performed at the department's cost with a physician of the department's choosing;
iii. if the medical condition is deemed to be a qualified disability, this decision shall be documented;
NOTE: Due to the nature of a disability, the disability may progress and require additional modifications at a later date)
iv. the goal is to reach a mutually acceptable accommodation, if possible. The secretary or designee shall make the final decision on what the actual accommodation will be.
f. An exception to the need to make an accommodation includes, but is not limited to the following:
i. not a qualified disability;
ii. threat to one's self or others. Considerations are as follows:
(a). duration of the risk involved;
(b). nature and severity of the potential harm;
(c). likelihood that potential harm will occur;
(d). imminence of the potential harm;
(e). availability of any reasonable accommodation that might reduce or eliminate the risk;
iii. undue hardship. The decision to use this exception may be made by the Headquarters ADA Coordinator only after consultation with the undersecretary. A written description of the problem with the requested accommodation and the difficulty anticipated by the unit should be sent to the Headquarters ADA Coordinator. Considerations are as follows:
(a). scope of the accommodation;
(b). cost of the accommodation;
(c). budget of the department;
(d). longevity of the accommodation.
iv. alteration would fundamentally change the nature of the program, service or activity.
4. Decision
a. Consideration should be given on a case-by-case basis.
b. The granting of leave can be an accommodation.
c. Once the decision to accommodate or not is made, the requestor shall be informed in writing of the decision of whether or not an accommodation will be made, the reason for the decision and the accommodation to be made, if applicable, including any specific details concerning the accommodation. The requestor must also be informed of the right to appeal the decision to the Headquarters ADA Coordinator.
i. For each decision, a copy of the packet of information containing the decision, all information used to reach the decision and all attempts to resolve the request shall be forwarded to the Headquarters ADA Coordinator. The unit ADA Coordinator shall ensure that all requests for accommodation are properly and timely entered into the department's ADA database.
d. The original of the packet of information concerning the request with the decision shall be maintained in a confidential file for three years after the requestor has left the department's employ or notification has been received that a requestor no longer wishes to be afforded visitor status.
5. Appeal
a. The requestor has the right to appeal the unit's decision for the following reasons only:
i. the finding that the medical condition is not a qualifying disability;
ii. the denial of an accommodation; or
iii. the nature of the accommodation.
b. The requestor shall forward the appeal of the unit's decision to the Headquarters ADA Coordinator.
c. At the discretion of the Headquarters ADA Coordinator, additional information or medical documentation may be requested.
d. After consultation with the Undersecretary, the Headquarters ADA Coordinator shall issue a written appeal decision to the requestor, a copy of which shall also be sent to the appropriate Unit Head and unit ADA Coordinator.
e. No additional appeal will be accepted as the Headquarters ADA Coordinator's decision shall be final.
6. Recordkeeping
a. The Headquarters ADA Coordinator shall maintain records of all requests for accommodation made throughout the department.
b. To ensure uniform and consistent compliance with the provisions of this regulation, the Headquarters ADA Coordinator shall maintain and track statistics concerning all requests for accommodation from employees, applicants, candidates for employment and visitors and the nature and outcome of the accommodations requested.
c. If a pattern becomes apparent following review of the statistics, the Headquarters ADA Coordinator will seek to remedy and/or correct any problems noted and report same to the secretary.
7. Essential Job Functions
a. General Requirements
i. Employment candidates must complete an Essential Functions Form at the time of interview for employment and/or return to employment. Employees may be required to complete an up-to-date Essential Functions Form as appropriate and when deemed necessary by the unit head in order to ensure that the fundamental mission of the department is sustained.
ii. The Index of Essential Job Functions contains the Essential Functions Form for each job category used by the department. The Index is maintained in each unit Human Resources Office.
b. Employee and Unit Specific Requirements. Employees may be required to complete an up-to-date Essential Functions Form under the following conditions (not necessarily all inclusive):
i. exhaustion of sick leave and if applicable, exhaustion of FMLA entitlement;
ii. expressed inability to participate in a mandatory work-related activity (i.e., training) and/or to perform essential job functions; and/or
iii. appearance of the inability to perform essential job functions. When any of the described conditions exist, the unit head will require the employee to provide a new Essential Functions Form and "Medical Certification" from the employee's health care provider so the employee's status under the ADA can be assessed. The Medical Certification Form must include a prognosis, whether the condition is temporary or permanent, when the condition began, the expected date of return to duty, whether the employee is able to perform the essential functions of the job with or without accommodation and a description of the accommodation needed.
NOTE: In certain situations, a second opinion by an independent third party may be appropriate. This opinion will be at the unit's expense.
8. Conciliation Options for EEO and ADA Concerns
a. Should a requestor feel that he has experienced discrimination in any manner or not be satisfied with the results of the request for accommodation, he may seek conciliation through Corrections Services' grievance process, through the EEOC for employment related complaints and/or the U.S. Department of Justice (USDOJ) for issues not related to employment.
b. Requestors are encouraged to use the internal procedures to address and resolve complaints to the extent possible. Use of these internal procedures does not restrict a requestor from filing with the appropriate federal agency prior to exhaustion of the department's internal process(es).
9. Departmental Conciliation of EEO and ADA Matters
a. The Headquarters Human Resources Section shall coordinate the Department's response(s) to complaints and charges of discrimination regarding equal employment opportunity matters. Complaints/charges may be addressed through the internal grievance procedure when such a grievance has been filed and heard at the appropriate unit levels.
b. For formal charges generated by the EEOC or the USDOJ, the unit head and the applicable unit's attorney will develop the department's response and conciliation opinion (if applicable.) Any unit receiving a "Notice of Charge of Discrimination" document from the EEOC or similar notice from the USDOJ shall forward the notice to the Headquarters Legal Services upon receipt.
10. Employment Applications of Ex-Offenders
a. All applications for employment received from persons who are ex-offenders will be reviewed by a committee appointed by the secretary. The committee shall be composed of the chief of operations or designee, assistant secretary or designee and the headquarters human resources director or designee. Consideration will be given to the unit head's recommendation, the ex-offender's crime, sentence, institutional record and length of time free from other convictions. The committee's recommendations will then be submitted to the secretary or designee for review with the Unit Head.
b. Ex-offenders will not be eligible for employment in positions which require an employee to carry a firearm in the performance of duty. This restriction is based on applicable Civil Service job qualifications and state and federal law.
11. Training
a. The department shall provide comprehensive annual training for all departmental personnel regarding this regulation.
b. Additional information pertaining to EEO, ADA and ADEA is available in any human resources office.
AUTHORITY NOTE: Promulgated in accordance with R.S. 49:950.
HISTORICAL NOTE: Promulgated by the Department of Public Safety and Corrections, Corrections Services, LR 26:1308 (June 2000), amended LR 35:2194 (October 2009).
James M. Le Blanc
Secretary
for offenders in jail and in employment practices. Includes information on people who are deaf and hearing impaired.
(http://www.doa.louisiana.gov/osr/reg/regs2009.htm)
RULE Department of Public Safety and Corrections
Corrections Services
Americans with Disabilities Act
In accordance with the provisions of the Administrative Procedure Act (R.S. 49:950), the Department of Public Safety and Corrections, Corrections Services, has promulgated the contents of Section 308 Americans with Disabilities Act.
Title 22
CORRECTIONS, CRIMINAL JUSTICE AND LAW ENFORCEMENT
Part I. Corrections
Chapter 3. Adult Services
§308. Americans with Disabilities Act
A. Purpose. To establish the secretary's commitment to compliance with the Americans with Disabilities Act and related legislation as it pertains to services for offenders and to establish formal procedures regarding reasonable accommodations for those offenders.
B. Applicability. Deputy Secretary, Undersecretary, Chief of Operations, Assistant Secretary, Regional Wardens, Wardens, Director of Probation and Parole, Director of Prison Enterprises and offenders who have a disability. Each unit head is responsible for ensuring that appropriate unit written policy and procedures are in place to comply with the provisions of this regulation.
C. Policy. It is the secretary's policy to provide offenders with access to housing, programs and services regardless of their disability to the extent possible within the context of the department's fundamental mission to preserve the safety of the public, staff and offenders and consistent with other classification variables that may affect custody, housing and program assignments. Equal access to programs, services and activities will be provided to all offenders based upon their classification.
1. Access to housing, programs and services includes the initiation and provision of reasonable accommodations including, but not limited to facility modifications, assistive equipment and devices and interpreter services. However, such accommodation should not constitute a danger to the offender or others and should not create undue hardship on the department or its employees.
2. Staff who are aware of or have reason to believe that an offender has a disability for which he may need accommodation are required to advise the unit ADA coordinator, who will evaluate the circumstances to determine if auxiliary aids and services and reasonable accommodations are required.
D. Definitions
Americans with Disabilities Act (ADA)—a comprehensive federal law which requires the state to provide equal access for people with disabilities to programs, services and activities of the department.
Auxiliary Aids and Services—external aids used to assist people who are hearing-impaired and may include qualified sign language or oral interpreters, written materials, telephone handset amplifiers, assistive listening devices, telephones compatible with hearing aids, closed caption decoders, open and closed captioning, telecommunication devices for deaf persons (TDD/TTY), videotext displays or other effective methods of making aurally delivered materials available to individuals with hearing impairments.
Disability—a physical or mental impairment that substantially limits one or more of the major life activities of an individual, including a record of such impairment or being regarded as having such impairment.
Effective Communication—communication with persons with disabilities that is as effective as communication with others. Effective communication is achieved by furnishing appropriate auxiliary aids and services where necessary to afford qualified individuals with disabilities an equal opportunity to participate in or benefit from the services, programs or activities of the department.
Major Life Activity—walking, seeing, hearing, breathing, caring for one's self, sitting, standing, lifting, learning, thinking, working and reproduction. This list is illustrative only. The impairment to a major live activity must be long term.
Offender—anyone committed to the physical custody of the Department of Public Safety and Corrections or under the supervision of the Division of Probation and Parole.
Qualified Interpreter—an interpreter who is able to interpret effectively, accurately and impartially both receptively and expressively, using any necessary specialized vocabulary.
a. An employee who signs "pretty well" or has only a rudimentary familiarity with sign language or finger spelling is not a qualified sign language interpreter pursuant to this regulation. Likewise, someone who is fluent in sign language but who does not possess the ability to process spoken communication into the proper signs or to observe someone else signing and change their signed or finger spelled communication into spoken words is not a qualified sign language interpreter. A departmental employee should not be allowed to interpret if his presence poses a conflict of interest or raises confidentiality and privacy concerns. On occasion, an offender may possess the skill level necessary to provide interpreting services; however, the impartially concerns remain, and in many, if not most, situations, offender interpreters should not be used due to confidentiality, privacy and security reasons.
Reasonable Accommodation—a modification or adjustment to a job, service, program or activity, etc that enables a qualified individual with a disability to have an equal opportunity for participation.
Requestor—a person who requests an accommodation for a disability.
E. Procedures
1. Initiation of Requests for Accommodation
a. A qualified individual with a known disability of a long term nature should be accommodated where reasonably possible. A request for accommodation may be filed orally or in writing.
b. An offender with a disability may be able to function in the unit without any accommodation other than that which may already have been provided. If not, the offender may request accommodation.
c. The ADA does not require that a request for accommodation be provided in any particular manner; therefore, the department is charged with having knowledge, or deemed with having knowledge, of the request regardless of the form of the request.
d. The department has in place a formal grievance mechanism through which an offender may seek formal review of a complaint relative to any request for reasonable accommodation.
e. An offender may submit a written request for accommodation through the ARP process or staff shall direct or assist the offender to write his request if the request is made verbally.
f. The ADA block on the ARP form shall be checked by the ARP screening officer and directed to the unit ADA coordinator.
2. Accommodation Review Process
a. Upon receipt of a request for accommodation, the unit ADA coordinator shall seek to determine the following:
i. if the medical condition is of a temporary or long-term nature;
ii. if additional medical information is needed. At this point of the process, the unit ADA coordinator may request that the unit medical director determine the following:
(a). what specific symptoms and functional limitations are creating barriers;
(b).if the limitations are predictable, subject to change, stable or progressive;
(c)how the limitations impact the offender's ability to fully participate in the activities and services provided;
iii. whether the condition complained of impairs a major life activity.
b. Once the initial information is gathered, a dialogue between the requestor and the unit ADA coordinator regarding resolution of the problem shall begin.
NOTE: It may take only a change in duty status to resolve the problem.
c. An exception to the need to make an accommodation includes, but is not limited to, the following:
i. not a qualified disability;
ii. threat to one's self or others. Considerations include:
(a). duration of the risk involved;
(b). nature and severity of the potential harm;
(c). likelihood the potential harm will occur;
(d). imminence of the potential harm;
(e). availability of any reasonable accommodation that might reduce or eliminate the risk;
iii. undue hardship. The decision to use this exception can only be made by the headquarters ADA coordinator after consultation with appropriate personnel. A written description of the problem with the requested accommodation and the difficulty anticipated by the unit should be sent to the headquarters ADA coordinator. Considerations include the following:
(a). scope of the accommodation;
(b). cost of the accommodation;
(c). budget of the department;
(d). longevity of the accommodation;
iv. alteration would fundamentally change the nature of the service, program or activity.
3. Decision
a. Consideration should be given on a case-by-case basis.
b. Once the decision to accommodate or not is made, the requestor must be informed in writing of the decision of whether or not an accommodation will be made, the reason for the decision and the accommodation to be made, if applicable, including any specific details concerning the accommodation. This decision shall be conveyed through the ARP First Step Process. The requestor shall also be informed of the right to appeal the decision through the ARP process.
i. For each decision, a copy of the packet of information containing the decision, all information used to reach a decision and all attempts to resolve the request shall be forwarded to the headquarters ADA coordinator. The unit ADA coordinator shall ensure that all requests for accommodation are properly and timely entered into the department's ADA database.
4. Appeal
a. The offender has the right to appeal to the second step in accordance with the ARP process.
b. The ARP response shall be issued in conjunction with the headquarters ADA coordinator and shall contain the relevant issues raised in Subparagraphs E.2.a, b and c.
5. Recordkeeping
a. The Headquarters ADA coordinator shall maintain records of all requests for accommodation made throughout the department.
b. To ensure uniform and consistent compliance with the provisions of this regulation, the headquarters ADA coordinator shall maintain and track statistics concerning all requests for accommodation from offenders and the nature and outcome of the accommodations requested.
c.If a pattern becomes apparent following review of the statistics, the headquarters ADA coordinator shall seek to remedy and/or correct any problems noted and report same to the secretary.
RULE
Department of Public Safety and Corrections
Corrections Services
Effective Communication with the Hearing Impaired
Title 22
CORRECTIONS, CRIMINAL JUSTICE AND LAW ENFORCEMENT
Part I. Corrections
Chapter 3. Adult Services
§312. Effective Communication with the Hearing Impaired
A. Purpose. To establish procedures to provide auxiliary aids and services whenever necessary to ensure effective communication with qualified individuals with disabilities.
B. Applicability. Deputy Secretary, Undersecretary, Chief of Operations, Assistant Secretary, Regional Wardens, Wardens, Director of Probation and Parole, Director of Prison Enterprises, offenders, employees and visitors who are hearing-impaired. Each unit head is responsible for ensuring that appropriate unit written policy and procedures are in place to comply with the provisions of this regulation.
C. Policy. It is the secretary's policy to ensure that communication with offenders, employees and visitors with disabilities is to the same extent as communicating with others. The department shall furnish appropriate auxiliary aids and services where necessary to afford an individual with a disability an equal opportunity to participate in, and enjoy the benefits of, a service, program or activity conducted by the department where the auxiliary aids or services does not constitute an undue administrative and financial burden or fundamentally alter the service, program, or activity. Any male offender whose hearing cannot be restored to a "within normal limits" medical level with an auxiliary aid will be housed at either the Louisiana State Penitentiary (LSP) or Rayburn Correctional Center (RCC). Any female offender whose hearing cannot be restored to a "within normal limits" medical level with an auxiliary aid will be housed at the Louisiana Correctional Institute for Women (LCIW.)
D. Definitions
Americans with Disabilities Act (ADA)—a comprehensive federal law which requires the state to provide equal access for people with disabilities to services, programs, and activities of the department.
Auxiliary Aids and Services (AAS)—external aids used to assist people who are hearing-impaired and may include qualified sign language or oral interpreters, written materials, telephone handset amplifiers, assistive listening devices, telephones compatible with hearing aids, closed caption decoders, open and closed captioning, telecommunication devices for deaf persons (TDD/TTY), videotext displays or other effective methods of making aurally delivered materials available to individuals with hearing impairments.
Departmental Personnel—for the purpose of this regulation, this shall include, but not be limited to, nurses, physicians, social workers, therapists, admitting personnel, security staff, probation and parole officers and any other administrative staff who have or are likely to have direct contact with offenders and/or visitors.
Disability—a physical or mental impairment that substantially limits one or more of the major life activities of an individual, including a record of such impairment or being regarded as having such impairment.
Effective Communication—communication with persons with disabilities that is as effective as communication with others. Effective communication is achieved by furnishing appropriate auxiliary aids and services where necessary to afford qualified individuals with disabilities an equal opportunity to participate in or benefit from the services, programs and activities of the department.
Major Life Activity—walking, seeing, hearing, breathing, caring for one's self, sitting, standing, lifting, learning, thinking, working and reproduction. This list is illustrative only. The impairment to a major life activity must be long term.
Offender—anyone committed to the physical custody of the Department of Public Safety and Corrections or under the supervision of the Division of Probation and Parole.
Qualified Interpreter—an interpreter who is able to interpret effectively, accurately and impartially both receptively and expressively, using any necessary specialized vocabulary.
NOTE: An employee who signs "pretty well" or has only a rudimentary familiarity with sign language or finger spelling is not a qualified sign language interpreter pursuant to this regulation. Likewise, someone who is fluent in sign language but who does not possess the ability to process spoken communication into the proper signs or to observe someone else signing and change their signed or finger spelled communication into spoken words is not a qualified sign language interpreter. A departmental employee should not be allowed to interpret if his presence poses a conflict of interest or raises confidentiality and privacy concerns. On occasion, an offender may possess the skill level necessary to provide interpreting services; however, the impartially concerns remain, and in many-if not most-situations, offender interpreters should not be used due to confidentiality, privacy and security reasons.
Reasonable Accommodation—a modification or adjustment to a job, service, program or activity, etc. that enables a qualified individual with a disability to have an equal opportunity for participation.
Requestor—a person who requests an accommodation for a disability.
TTY/TDD—a device that is used with a telephone or computer that has telephone text capability to communicate (by typing and reading communication) with persons who are deaf or hearing-impaired.
Visitor—for the purpose of this regulation, includes any non-departmental employee who is authorized to be on institutional grounds. i.e., volunteers, contractors, official guests, etc.
E. Procedures
1. Establishment of Auxiliary Aids and Services (AAS) Program. The department shall design and institute a program to provide auxiliary aids and services, schedule, announce and promote all training required, and draft, provide and maintain all reports as required by this regulation.
2. Designation of an official or office responsible for AAS.
a.Each unit ADA coordinator will be responsible for the AAS Program and shall maintain all necessary information about access to and the operation of the program.
b. LSP, RCC and LCIW unit ADA coordinators shall maintain a combination voice, TDD/TTY telephone line or dedicated TDD/TTY telephone line and shall publicize the purpose and telephone number broadly within the unit and to the public.
c. Each unit ADA coordinator shall provide appropriate assistance regarding immediate access to, and proper use of, the appropriate auxiliary aids and services available. It is the responsibility of the unit ADA coordinators to know where the appropriate auxiliary aids are stored, how to obtain services and how to operate them and shall facilitate maintenance, repair, replacement and distribution.
d. Each unit ADA coordinator shall maintain a recording system for inquiries regarding the provision of auxiliary aids and services and the response.
3. Provision of Appropriate Auxiliary Aids and Services
a. The department shall provide to offenders, employees and visitors who are deaf or hearing-impaired an appropriate auxiliary aid or service that may be necessary for effective communication as soon as practicable after determining that the aid or service is necessary.
b. The determination of which appropriate auxiliary aids and services are necessary and the timing, duration and frequency with which they will be provided shall be made by unit personnel, who are otherwise primarily responsible for coordinating and/or providing offender services, in consultation with the person with a disability. When an auxiliary aid or service is required to ensure effective communication, the unit shall provide an opportunity for an individual with a disability to request the auxiliary aid or service of the requestor's choice and shall give consideration to the choice expressed, but shall have the final decision regarding the accommodation to be provided.
c. The initial offender communication assessment shall be made at the time of the intake interview at a reception and diagnostic center or other appropriate classification center within 48 hours of arrival. Properly trained staff shall perform and document a communication assessment to determine the offender's level of effective communication. This assessment shall be conducted by an outside provider or departmental staff, barring any unusual or emergency condition within 10 weeks from the initial assessment. The written assessment shall be made a part of the offender's master prison record.
i. During the initial communication assessment, each offender shall be given a Request for Accommodation Form. This form shall also be made available to the current offender population. Offenders are free to reject or to fail to request auxiliary aids and services, but failure to use the designated form does not relieve the reception center/institution of its duty to assess the offender, nor to inform the offender of the availability of appropriate auxiliary aids and services. Refusal or failure by an offender to complete or return the Request for Accommodation shall not constitute a violation of the ADA or of the Resolution Agreement by the department.
ii. If the initial assessment reveals that an offender's hearing is below normal limits as defined by the Occupational Safety and Health Administration, a male offender shall be transferred to LSP for continuation and completion of the classification process.
d. Each unit shall conduct a minimum of a yearly assessment of each offender with hearing or speech disability regarding the provision of appropriate auxiliary aids and services. If an intervening problem or adjustment is required, the offender shall request a medical call-out. Each unit shall maintain appropriate documentation that reflects the ongoing assessments. The information shall be filed in the offender's medical record.
4. Nothing in this regulation shall require that an electronic device or piece of equipment used as an appropriate auxiliary aid be used when or where its use may be inconsistent with other departmental regulations or unit policies or when use may pose security concerns. (For example, closed-captioned televisions are provided consistently for offenders with hearing disabilities with the same duration and frequency as televisions are provided to the other offenders classified in the same status. No offender will be provided a television if his status would not otherwise permit access.)
5.The department shall maintain an effective complaint resolution mechanism regarding the provision of auxiliary aids and services. Records shall be kept of all complaints filed and actions taken in response. All complaints shall be handled through each unit ADA coordinator and the grievance systems currently in effect. The warden designated to oversee the operation of the ADA Program at each institution or division shall conduct a meaningful review of this regulation on a semi-annual basis.
6. If an offender who is deaf or hearing-impaired does not request appropriate auxiliary aids or services, but departmental and/or unit personnel have reason to believe that the offender would benefit from appropriate auxiliary aids or services, the offender may be asked if the use of auxiliary aids would be beneficial and initiate the testing procedure without violating ADA.
F. Qualified Interpreters
1. The department shall provide qualified sign language or oral interpreters when necessary for effective communication with, or effective participation in, departmental programs and activities by employees, offenders and visitors who are deaf or hearing-impaired. In addition, the department shall offer qualified sign language interpreters to offenders who are deaf or hearing-impaired and whose primary means of communication is sign language and qualified oral interpreters to offenders who rely primarily on lip reading, as necessary, for effective communication.
a. The following are examples of circumstances when it may be necessary to provide interpreters:
i. initial intake and classification processing;
ii. regularly scheduled health care appointments and programs, such as medical, dental, visual, mental health and drug and alcohol recovery services;
iii. emergency health care where having an interpreter would not present an undue burden (e.g., interpreter can arrive at the scene quickly);
iv. treatment and other formal programming;
v. educational classes and activities;
vi. parole board hearings;
vii. disciplinary board hearings;
viii. criminal investigations (to the extent controlled by the department);
ix. classification review interviews;
x. grievance interviews;
xi. religious services; and
xii. formal internal investigations.
2. The department shall establish a contract with individual sign language interpreters or with interpretive agencies for hearing impaired offenders, employees or visitors who require this service, or shall provide other effective means to ensure that qualified interpreters or oral interpreters are provided within three hours of an unscheduled request and timely for scheduled requests. Additionally, as a back-up measure, the headquarters ADA coordinator shall maintain a list of all qualified sign language and oral interpreters (and their contact information) residing or working within a 50-mile radius of any unit housing deaf or hearing-impaired offenders. The headquarters ADA coordinator shall provide this information to the unit ADA coordinators at LSP, RCC and LCIW.
NOTE: The department shall ensure by contract or other arrangements that all services, programs or activities provided or operated by contractors are in compliance with ADA. Contracts with those entities that fail or refuse to comply with ADA shall be subjected to formal termination proceedings.
3. Between the time an interpreter is requested and when an interpreter arrives, unit personnel shall continue to try to communicate with the person who is hearing-impaired to the same extent as they would communicate with a person without a hearing impairment, using all available methods of communication. However, in an emergency, seeking the services of an interpreter shall not mean that medical treatment will be delayed until the interpreter arrives. In addition, upon arrival of the interpreter, unit personnel shall review and confirm with the offender, employee or visitor all information received prior to the interpreter's arrival.
4. Offenders requesting auxiliary aids and/or services, after the initial assessment and which would require a medical evaluation, shall be charged the standard medical co-pay.
EXCEPTION: The offender may be assessed the total costs of replacement of an auxiliary aid if it is determined that replacement is a direct result of the offender's negligence/damage to property.
G. Hearing Aids and Batteries
1. Each unit shall purchase appropriate types of hearing aid batteries and keep them in stock in the medical supply room during the length of time an offender who wears a hearing aid is housed at that unit. Replacement hearing aid batteries shall be provided to offenders who request them on the first business day following receipt of the request. If the request is made on a weekend or holiday or a night after regular business hours, the replacement battery will be provided on the first standard business day following the request.
2. Each unit shall send offender hearing aids to a hearing aid repair company as soon as possible, but no later than 24 hours (excluding weekends and holidays) following a request for repair of the offender's hearing aid. The unit shall inform the offender in writing, as soon as possible, when his hearing aid was sent for repair and when it is expected to be returned by the repair company. The unit shall maintain written documentation of all hearing aid repairs, including detailed information regarding the vendor used, the date of the repair and the specific repairs performed. This information shall be submitted by each unit to the medical department at the Louisiana State Penitentiary quarterly for statistical compilation purposes.
H. Telephones
1. The department shall provide telecommunication devices for the deaf (TDDs/TTYs) for offenders who are deaf or hearing-impaired in a manner that ensures effective access to telephone services. In addition, the following is required so that those offenders who do hear will have access to TDDs/TTYs to communicate with family members or friends who are deaf or hearing-impaired.
a. Each unit shall make at least one TDD/TTY device available in each of the visiting areas where non-contact visits are conducted and the communication exchanged is accomplished over a telephone device. The unit can either permanently install the required TDD/TTY or make available a sufficient number of portable TDDs/TTYs for these visits.
b. Each unit shall provide a TDD/TTY to all deaf or hearing-impaired offenders residing in housing areas to the extent that pay telephones are available to other offenders. In those situations where the unit provides portable TDDs/TTYs, the housing officers shall provide them upon the offender's request, absent emergency circumstances such as lockdown.
c.The department shall take the necessary steps to provide offenders, with toll-free access to "800" numbers for telephone relay services and TDD/TTY operators. These numbers will be posted near all offender telephones, with notice that they are toll-free numbers. The telephone calls to the TDD/TTY operator will be provided free of charge, but any charges incurred to the receiving party will be handled as a standard offender telephone call. Thus, the offender or the receiving party shall be responsible for any long distance charges accrued.
d. Due to the fact that telephone calls placed via a TDD/TTY take longer than telephone calls placed using standard voice telephone equipment, the unit shall allow offenders needing TDD/TTY assistance to have 30 minutes per telephone call, barring any unusual circumstances.
2. Each unit shall ensure that at least one and no less than 25 percent of all offender telephones are equipped with volume control mechanisms and appropriate signs are displayed indicating the phone is volume controlled.
3. Each unit shall ensure that no less than 25 percent of all of its offender telephones are hearing aid compatible in the general population.
4. Each unit shall maintain records of all offenders who have been medically evaluated for any type of hearing impairment, the results of such assessment, date of any reassessment, any transfer or discharge of offenders assessed with a hearing impairment, requests for accommodations including the date requested and the determination and the provision of auxiliary aids or services and the date(s) provided. This information shall be submitted by each unit to the medical department of the Louisiana State Penitentiary quarterly for statistical compilation purposes.
I. Visual and Tactile Alarms
1. Where there are audible emergency alarms in visiting areas, each unit shall add visual alarms when an individual who is deaf or hearing-impaired is anticipated to spend significant periods of time in these areas.
2. Each unit shall place visual emergency alarms in rooms where offenders who are deaf may reside alone or work alone to ensure that they will always be alerted when an emergency alarm is activated. To be effective, such devices must be located and oriented so that they will spread signals and reflections throughout a space or raise the overall light level sharply.
3. Where each unit has audible alarms in housing areas, the unit shall add visual signal devices, when necessary, to alert offenders who are deaf or hearing-impaired to announcements (e.g., roll call.)
J. Televisions
1. Each unit shall provide and maintain closed-captioned television decoders (or built-in decoder televisions) in television rooms to enable offenders who are deaf or hearing-impaired to enjoy the same opportunity for television viewing as that afforded to other offenders.
K. Training
1. Annual training regarding this regulation shall be provided by the department to all employees through the regularly scheduled ADA Training Program.
2. The training program shall be sufficient in duration and content to instruct a reasonable number of personnel in access to the AAS Program, use of the program, and sensitivity to the needs of the deaf and hearing-impaired offender population. Such training shall include:
a.topics relevant to the health care needs of deaf and hearing-impaired offenders, such as the various degrees of hearing impairment;
b. language and cultural diversity in the deaf community;
c. dispelling myths and misconceptions about persons who are deaf or hearing-impaired;
d. identification of communication requirements of persons who are deaf or hearing-impaired;
e. the unique needs and problems encountered by late-deafened individuals;
f. psychological implications of hearing loss and its relationship to interaction with hearing health care professionals;
g. types of auxiliary aids and services as required pursuant to this regulation;
h. the proper use and role of qualified sign language interpreters;
i. procedures and methods for accessing the AAS Program for providing interpreters;
j. making and receiving calls through TDDs/TTYs and the Louisiana Relay or other relay service providers;
k. third party resources which can provide additional information about people who are deaf or hearing-impaired; and
l. the existence of the department's complaint resolution process.
L. Recordkeeping
1. The Headquarters ADA Coordinator shall maintain records of all requests for accommodation made throughout the department.
2. The headquarters ADA coordinator shall maintain and track statistics concerning all requests for accommodation from offenders, employees and visitors and the nature and outcome of the accommodations requested.
3. If a pattern becomes apparent following review of the statistics, the headquarters ADA coordinator shall seek to remedy and/or correct any problems noted and report same to the secretary.
RULE
Department of Public Safety and Corrections
Corrections Services
Equal Employment Opportunity
(Includes Americans with Disabilities Act)(LAC 22:I.201)
In accordance with the provisions of the Administrative Procedure Act (R.S. 49:950), the Department of Public Safety and Corrections, Corrections Services, has amended the contents of Section 201 Equal Employment Opportunity.
Title 22
CORRECTIONS, CRIMINAL JUSTICE AND LAW ENFORCEMENT
Part I. Corrections
Chapter 2. Personnel
§201. Equal Employment Opportunity
(Includes Americans with Disabilities Act)
A. Purpose. To establish the secretary's commitment to equal employment opportunities and to establish formal procedures regarding reasonable accommodation for all employees, applicants, candidates for employment (including qualified ex-offenders) and visitors.
B. Applicability. Deputy Secretary, Undersecretary, Chief of Operations, Assistant Secretary, Regional Wardens, Wardens, Director of Probation and Parole, Director of Prison Enterprises, employees, applicants, candidates for employment (including ex-offenders) and visitors. Each unit head is responsible for ensuring that appropriate unit written policy and procedures are in place to comply with the provisions of this regulation.
C. Policy. It is the secretary's policy to assure equal opportunities to all employees, applicants, candidates for employment (including ex-offenders) and visitors without regard to race, religion, color, national origin, sex, disability or age.
1. Exceptions:
a. where age, sex or physical requirements constitute a bona fide occupational qualification necessary for proper and efficient operations;
b. where the implications of nepotism restrict such employment or employment opportunity; and
c. preferential hiring will be given to persons who actively served in the Iraqi/Afghanistan conflicts in accordance with Civil Service Rules.
2. Equal opportunities will be provided for employees in areas of compensation, benefits, promotion, recruitment, training and all other conditions of employment. Notices of equal employment opportunities will be posted in prominent accessible places at each employment location.
3. Equal access to programs, services and activities will be provided to all visitors. Advance notice of a requested accommodation shall be made during normal business hours to ensure availability at the time of the visit.
4. If any employee is made aware of or has reason to believe that a visitor to the unit is deaf or hard of hearing,
the employee is required to advise the person that appropriate auxiliary aids and services will be provided. The employee should then direct the visitor to the unit ADA Coordinator or designee. Likewise, such information must be forthcoming in response to any request for auxiliary aid or services.
D. Definitions
Age Discrimination in Employment Act (ADEA)—a federal law to protect individuals 40 years of age and over from arbitrary discrimination in employment practices, unless age is a bona fide occupational qualification. The state of Louisiana has passed similar legislation and the term ADEA will refer to both federal and state prohibitions against age discrimination in this regulation.
Americans with Disabilities Act (ADA)—a comprehensive federal law which requires the state to provide equal access for people with disabilities to programs, services and activities of the department, as well as to employment opportunities.
Applicant—a person who has applied for a job and whose qualification for such is unknown.
Auxiliary Aids and Services—external aids used to assist people who are hearing-impaired and may include qualified sign language or oral interpreters, written materials, telephone handset amplifiers, assistive listening devices, telephones compatible with hearing aids, closed caption decoders, open and closed captioning, telecommunication devices for deaf persons (TDD/TTY), videotext displays or other effective methods of making aurally delivered materials available to individuals with hearing impairments.
Candidate—a person who has successfully passed the required test and/or meets the Civil Service minimum qualifications for the job sought.
Disability—a physical or mental impairment that substantially limits one or more of the major life activities of an individual, including a record of such impairment or being regarded as having such impairment.
Effective Communication—communication with persons with disabilities that is as effective as communication with others. Effective communication is achieved by furnishing appropriate auxiliary aids and services where necessary to afford qualified individuals with disabilities an equal opportunity to participate in or benefit from the services, programs or activities of the department.
Equal Employment Opportunity (EEO)—the operation of a system of human resources administration which ensures an environment that will provide an equal opportunity for public employment to all segments of society based on individual merit and fitness of applicants without regard to race, color, religion, sex, age, national origin, political affiliation or disability (except where sex, age or physical requirements constitute a bona fide occupational qualification necessary to the proper and efficient operation of the department.)
a. The Equal Employment Opportunity Commission (EEOC) is the federal regulatory body for EEO related complaints and charges.
Essential Functions—basic job duties that an employee/applicant must be able to perform, with or without reasonable accommodation.
Ex-Offender—those offenders who are no longer in the physical custody of the DPS&C or no longer under the supervision of the Division of
Probation and Parole.
Family and Medical Leave—leave for which an employee may be eligible under the provisions of the Family and Medical Leave Act of 1993.
Major Life Activity—walking, seeing, hearing, breathing, caring for one's self, sitting, standing, lifting, learning, thinking, working and reproduction. This list is illustrative only. The impairment to a major life activity must be long term.
Qualified Individual with a Disability—an individual with a disability (as previously defined herein) who can perform the essential functions of the job with or without reasonable accommodation.
Reasonable Accommodation—a modification or adjustment to a job, service, program or activity, etc., that enables a qualified individual with a disability to have an equal opportunity for participation.
Requestor—a person who requests an accommodation for a disability.
Seniority—a calculation of the number of years of service to the department and used in comparison to another employee's or applicant's number of years of service to the department. Seniority may be used as a factor in employment decisions but may never be used as a substitute for age discrimination.
Visitor—for the purpose of this regulation, includes any non-departmental employee who is authorized to be on institutional grounds. i.e., volunteers, contractors, official guests, etc.
E. Procedures
1. Coordination of ADA Matters
a. The secretary will establish and designate a Headquarters ADA Coordinator. This employee is charged with reviewing, recording and monitoring ADA matters for the department and will also advise and make recommendations to the secretary or designee regarding such matters as appropriate.
b. Each unit head will designate a primary unit ADA Coordinator to coordinate unit ADA matters. All units will prominently post the name and telephone number of the unit ADA Coordinator.
2. Initiation of Requests for Accommodation
a. A qualified requestor with a known disability of a long term nature should be accommodated where reasonably possible, providing the accommodation does not constitute a danger to the requestor or others and does not create undue hardship on the department or its employees.
NOTE: If a requestor is an employee, applicant or a candidate for employment, the requestor must be able to perform the essential functions of the job with the accommodation.
b. The ADA does not require that a request for accommodation be provided in any particular manner; therefore, the department is charged with having knowledge, or deemed with having knowledge, of the request regardless of the form of the request.
c. If an employee, applicant or candidate for employment informs anyone in his chain of command, Human Resources personnel or the unit ADA Coordinator that he has difficulty performing his job duties or participating in a program or service due to a medical condition, the employee, applicant or candidate for employment is deemed to have made a request for accommodation.
d. If a visitor informs an employee that he cannot participate in the visiting process or any other program or service that the visitor is entitled to participate in, the visitor is deemed to have made a request for accommodation.
e. Once any request for accommodation has been received, either verbally or in writing, the person receiving the request should immediately relay the request to the unit ADA Coordinator or designee.
f. An employee, applicant, candidate for employment (including ex-offenders) or visitor may complete a Request for Accommodation Form. The requestor completing the form must forward it to the unit ADA Coordinator for processing.
3. Accommodation Review Process
a. Upon receipt of the completed Request for Accommodation Form, the unit ADA Coordinator shall seek to determine the following:
i. if the medical condition is of a temporary or long-term nature;
ii. if additional medical information is needed from the requestor's physician or through a second opinion. At this point of the process, the unit ADA Coordinator may inform the requestor that his doctor must complete an Essential Function Form to determine the following:
NOTE: The Index of Essential Job Functions contains the Essential Functions Form for each job category used by the Department. The Index is maintained in each unit Human Resources Office)
(a). what specific symptoms and functional limitations are creating barriers;
(b). if the limitations are predictable, subject to change, stable or progressive;
(c). how the limitations impact the requestor's ability to perform the job, and for visitors, how the limitations impact the requestor's ability to fully participate in the activities and services to which the requestor is entitled;
iii. the condition impairs a major life activity.
b. If questions remain, staff may contact the requestor's treating physician directly.
c. The unit ADA Coordinator shall ensure that a formal request is submitted on a Request for Accommodation Form and provide assistance as needed.
d. Once the initial information is gathered, a dialogue between the requestor and unit ADA Coordinator regarding resolution of the problem shall begin.
e. The discussion may include the following matters:
i. if the problem is of a temporary nature, use of FMLA or sick leave, Workman's Compensation or a temporary halt of some job duties may resolve the problem;
ii. if a second medical opinion is needed, this is to be performed at the department's cost with a physician of the department's choosing;
iii. if the medical condition is deemed to be a qualified disability, this decision shall be documented;
NOTE: Due to the nature of a disability, the disability may progress and require additional modifications at a later date)
iv. the goal is to reach a mutually acceptable accommodation, if possible. The secretary or designee shall make the final decision on what the actual accommodation will be.
f. An exception to the need to make an accommodation includes, but is not limited to the following:
i. not a qualified disability;
ii. threat to one's self or others. Considerations are as follows:
(a). duration of the risk involved;
(b). nature and severity of the potential harm;
(c). likelihood that potential harm will occur;
(d). imminence of the potential harm;
(e). availability of any reasonable accommodation that might reduce or eliminate the risk;
iii. undue hardship. The decision to use this exception may be made by the Headquarters ADA Coordinator only after consultation with the undersecretary. A written description of the problem with the requested accommodation and the difficulty anticipated by the unit should be sent to the Headquarters ADA Coordinator. Considerations are as follows:
(a). scope of the accommodation;
(b). cost of the accommodation;
(c). budget of the department;
(d). longevity of the accommodation.
iv. alteration would fundamentally change the nature of the program, service or activity.
4. Decision
a. Consideration should be given on a case-by-case basis.
b. The granting of leave can be an accommodation.
c. Once the decision to accommodate or not is made, the requestor shall be informed in writing of the decision of whether or not an accommodation will be made, the reason for the decision and the accommodation to be made, if applicable, including any specific details concerning the accommodation. The requestor must also be informed of the right to appeal the decision to the Headquarters ADA Coordinator.
i. For each decision, a copy of the packet of information containing the decision, all information used to reach the decision and all attempts to resolve the request shall be forwarded to the Headquarters ADA Coordinator. The unit ADA Coordinator shall ensure that all requests for accommodation are properly and timely entered into the department's ADA database.
d. The original of the packet of information concerning the request with the decision shall be maintained in a confidential file for three years after the requestor has left the department's employ or notification has been received that a requestor no longer wishes to be afforded visitor status.
5. Appeal
a. The requestor has the right to appeal the unit's decision for the following reasons only:
i. the finding that the medical condition is not a qualifying disability;
ii. the denial of an accommodation; or
iii. the nature of the accommodation.
b. The requestor shall forward the appeal of the unit's decision to the Headquarters ADA Coordinator.
c. At the discretion of the Headquarters ADA Coordinator, additional information or medical documentation may be requested.
d. After consultation with the Undersecretary, the Headquarters ADA Coordinator shall issue a written appeal decision to the requestor, a copy of which shall also be sent to the appropriate Unit Head and unit ADA Coordinator.
e. No additional appeal will be accepted as the Headquarters ADA Coordinator's decision shall be final.
6. Recordkeeping
a. The Headquarters ADA Coordinator shall maintain records of all requests for accommodation made throughout the department.
b. To ensure uniform and consistent compliance with the provisions of this regulation, the Headquarters ADA Coordinator shall maintain and track statistics concerning all requests for accommodation from employees, applicants, candidates for employment and visitors and the nature and outcome of the accommodations requested.
c. If a pattern becomes apparent following review of the statistics, the Headquarters ADA Coordinator will seek to remedy and/or correct any problems noted and report same to the secretary.
7. Essential Job Functions
a. General Requirements
i. Employment candidates must complete an Essential Functions Form at the time of interview for employment and/or return to employment. Employees may be required to complete an up-to-date Essential Functions Form as appropriate and when deemed necessary by the unit head in order to ensure that the fundamental mission of the department is sustained.
ii. The Index of Essential Job Functions contains the Essential Functions Form for each job category used by the department. The Index is maintained in each unit Human Resources Office.
b. Employee and Unit Specific Requirements. Employees may be required to complete an up-to-date Essential Functions Form under the following conditions (not necessarily all inclusive):
i. exhaustion of sick leave and if applicable, exhaustion of FMLA entitlement;
ii. expressed inability to participate in a mandatory work-related activity (i.e., training) and/or to perform essential job functions; and/or
iii. appearance of the inability to perform essential job functions. When any of the described conditions exist, the unit head will require the employee to provide a new Essential Functions Form and "Medical Certification" from the employee's health care provider so the employee's status under the ADA can be assessed. The Medical Certification Form must include a prognosis, whether the condition is temporary or permanent, when the condition began, the expected date of return to duty, whether the employee is able to perform the essential functions of the job with or without accommodation and a description of the accommodation needed.
NOTE: In certain situations, a second opinion by an independent third party may be appropriate. This opinion will be at the unit's expense.
8. Conciliation Options for EEO and ADA Concerns
a. Should a requestor feel that he has experienced discrimination in any manner or not be satisfied with the results of the request for accommodation, he may seek conciliation through Corrections Services' grievance process, through the EEOC for employment related complaints and/or the U.S. Department of Justice (USDOJ) for issues not related to employment.
b. Requestors are encouraged to use the internal procedures to address and resolve complaints to the extent possible. Use of these internal procedures does not restrict a requestor from filing with the appropriate federal agency prior to exhaustion of the department's internal process(es).
9. Departmental Conciliation of EEO and ADA Matters
a. The Headquarters Human Resources Section shall coordinate the Department's response(s) to complaints and charges of discrimination regarding equal employment opportunity matters. Complaints/charges may be addressed through the internal grievance procedure when such a grievance has been filed and heard at the appropriate unit levels.
b. For formal charges generated by the EEOC or the USDOJ, the unit head and the applicable unit's attorney will develop the department's response and conciliation opinion (if applicable.) Any unit receiving a "Notice of Charge of Discrimination" document from the EEOC or similar notice from the USDOJ shall forward the notice to the Headquarters Legal Services upon receipt.
10. Employment Applications of Ex-Offenders
a. All applications for employment received from persons who are ex-offenders will be reviewed by a committee appointed by the secretary. The committee shall be composed of the chief of operations or designee, assistant secretary or designee and the headquarters human resources director or designee. Consideration will be given to the unit head's recommendation, the ex-offender's crime, sentence, institutional record and length of time free from other convictions. The committee's recommendations will then be submitted to the secretary or designee for review with the Unit Head.
b. Ex-offenders will not be eligible for employment in positions which require an employee to carry a firearm in the performance of duty. This restriction is based on applicable Civil Service job qualifications and state and federal law.
11. Training
a. The department shall provide comprehensive annual training for all departmental personnel regarding this regulation.
b. Additional information pertaining to EEO, ADA and ADEA is available in any human resources office.
AUTHORITY NOTE: Promulgated in accordance with R.S. 49:950.
HISTORICAL NOTE: Promulgated by the Department of Public Safety and Corrections, Corrections Services, LR 26:1308 (June 2000), amended LR 35:2194 (October 2009).
James M. Le Blanc
Secretary
Thursday, October 15, 2009
The Price Is Right: Deaf Contestant!
http://deafcactusnews.blogspot.com/2009/10/price-is-right-deaf-contestant-monday.html
The Price Is Right: Deaf Contestant! Monday, October 19
Copied from E-Peachy News
Bryon Douglas Cantrell's Message:
Kristine Hall who is my oldest Deaf daughter will be televised with the Price is Right on October 19. She was chosen as a contestant on the popular T.V. game show, "The Price Is Right."
She is probably the first deaf contestant ever to make it all the way ...to share the stage with Drew Carey and the lovely models. Her appearance will be broadcast on Monday, October 19th on CBS. Check local listings for the time and tune in to find out if she goes home with the grand prize!
The Price Is Right: Deaf Contestant! Monday, October 19
Copied from E-Peachy News
Bryon Douglas Cantrell's Message:
Kristine Hall who is my oldest Deaf daughter will be televised with the Price is Right on October 19. She was chosen as a contestant on the popular T.V. game show, "The Price Is Right."
She is probably the first deaf contestant ever to make it all the way ...to share the stage with Drew Carey and the lovely models. Her appearance will be broadcast on Monday, October 19th on CBS. Check local listings for the time and tune in to find out if she goes home with the grand prize!
Friday, October 9, 2009
Chinchuba Alumni Meeting
For Chinchuba Alumni only-our next Committee meeting will be held at Piccadilly Cafeteria on 2609 Jefferson Hwy near Oschner Hospital on Oct 17th, 4 p.m., Jefferson, LA
DPHH in Lafayette, LA on October 10, 2009
Next DPHH
City Bar Downtown
Saturday, October 10, 2009
324 Jefferson Street
Lafayette, LA 70501
Website
Lafayette comes alive with great music, drinking and cajun friends. What more could you ask for? Check out the specials; you never can tell what’s up. At City Bar, the weekend is in full swing… Geaux Tigers!!!!!
www.dphh.com/neworleans
City Bar Downtown
Saturday, October 10, 2009
324 Jefferson Street
Lafayette, LA 70501
Website
Lafayette comes alive with great music, drinking and cajun friends. What more could you ask for? Check out the specials; you never can tell what’s up. At City Bar, the weekend is in full swing… Geaux Tigers!!!!!
www.dphh.com/neworleans
Vergie Falcon
Want to share with you all.
Virgie Falcon, a former member of LAAD passed away at 11:30 am on October 1, 2009. There is no funeral services as her wish. She is 89 years old and rest in peace. We will miss her.
LAADly Yours,
Cindy Robillard
Public Relations for LAAD e-News
Virgie Falcon, a former member of LAAD passed away at 11:30 am on October 1, 2009. There is no funeral services as her wish. She is 89 years old and rest in peace. We will miss her.
LAADly Yours,
Cindy Robillard
Public Relations for LAAD e-News
Leroy Presley
Funeral Arrangements for Leroy Presley
Wake @
Gossen Funeral Home
504 N. Polk St.
Rayne, La. 70578
Friday, October 9, 2009---3 pm to 9 pm
Saturday, October 10, 2009---8 am to 12:30 pm
Church Services:
Saturday, October 10, 2009
St Joseph's Catholic Church
406 S. Adams Ave.
Rayne, La. 70578
Burial:
St. Theresa's Cementary
Corner of Toby Mouton Rd. & North A St.
Duson, La. 70529
OBITUARY
LeRoy Presley
DUSON - Funeral services will be held at St. Joseph Catholic Church, Saturday, October 10, 2009, at 1 p.m., for LeRoy Presley, 57, who died Monday, October 5, 2009, in Our Lady of Lourdes Hospital.
Interment will be in the St. Theresa Cemetery, Duson.
Surviving are his wife, Mary and daughter, Marilee Presley, daughter, Mariee Presley, daughter Sarah Tanner, daughter, Emily Smith, daughter, Abby Woodhead, daughter, Yvette Presley, daughter, Uvonna Presley, 11 Grandchildren, sister, Eloise Dawson, brother, Otis Presley, sister, Louise Hicks and husband Lenny, sister, Linda Fay and husband Marty, sister, Susanne Presley.
He was born Friday, October 26, 1951, Son of the late John Nelson Presley and the late Vera Fincher.
He was a graduate of Cave Springs School for the Deaf and worked for 28 years with the Post Office.
Friends will be received 3 p.m. until 9 p.m. Friday and 8 a.m. until service Saturday at Gossen Funeral Home, Inc., Rayne.
Friends may view the obituary and guestbook online at www.gossenfuneralhome.net.
Arrangements have been entrusted to Gossen Funeral Home, Inc. of Rayne, LA, (337) 334-3141.
Published on October 09, 2009.
Wake @
Gossen Funeral Home
504 N. Polk St.
Rayne, La. 70578
Friday, October 9, 2009---3 pm to 9 pm
Saturday, October 10, 2009---8 am to 12:30 pm
Church Services:
Saturday, October 10, 2009
St Joseph's Catholic Church
406 S. Adams Ave.
Rayne, La. 70578
Burial:
St. Theresa's Cementary
Corner of Toby Mouton Rd. & North A St.
Duson, La. 70529
OBITUARY
LeRoy Presley
DUSON - Funeral services will be held at St. Joseph Catholic Church, Saturday, October 10, 2009, at 1 p.m., for LeRoy Presley, 57, who died Monday, October 5, 2009, in Our Lady of Lourdes Hospital.
Interment will be in the St. Theresa Cemetery, Duson.
Surviving are his wife, Mary and daughter, Marilee Presley, daughter, Mariee Presley, daughter Sarah Tanner, daughter, Emily Smith, daughter, Abby Woodhead, daughter, Yvette Presley, daughter, Uvonna Presley, 11 Grandchildren, sister, Eloise Dawson, brother, Otis Presley, sister, Louise Hicks and husband Lenny, sister, Linda Fay and husband Marty, sister, Susanne Presley.
He was born Friday, October 26, 1951, Son of the late John Nelson Presley and the late Vera Fincher.
He was a graduate of Cave Springs School for the Deaf and worked for 28 years with the Post Office.
Friends will be received 3 p.m. until 9 p.m. Friday and 8 a.m. until service Saturday at Gossen Funeral Home, Inc., Rayne.
Friends may view the obituary and guestbook online at www.gossenfuneralhome.net.
Arrangements have been entrusted to Gossen Funeral Home, Inc. of Rayne, LA, (337) 334-3141.
Published on October 09, 2009.
Tuesday, October 6, 2009
H1N1 Survey
From: Jamar.Ennis@GOV.STATE.LA.US
Date: Mon, 5 Oct 2009 14:26:24 -0500
Subject: H1N1 Survey
Greetings all,
In an effort to increase public awareness to help prevent H1N1 and seasonal flu in Louisiana, we ask that you please take a few moments to complete our “Preparedness Planning for People with Disabilities in a Pandemic Influenza Event” survey. This survey is required to asses the needs of persons with disabilities in preparation for a pandemic influenza outbreak so that further resources can be attained if necessary. Your participation is critical, please forward these survey links to as many people as possible. For your convenience, the survey is provided in English and Spanish. With your participation, together we are better equipped to “Fight the Flu” in Louisiana!
English Version:
http://www.surveymonkey.com/s.aspx?sm=XEzyyjcL8MV7L3IsivtUQQ_3d_3d
Spanish Version:
http://www.surveymonkey.com/s.aspx?sm=Kw5yyaz4bBuACz7nW4BQDQ_3d_3d
Thank you,
Jamar Ennis
Program Coordinator
Governor's Office of Disability Affairs
P.O. Box 94004, Baton Rouge, LA 70804
(225) 219-9866
Date: Mon, 5 Oct 2009 14:26:24 -0500
Subject: H1N1 Survey
Greetings all,
In an effort to increase public awareness to help prevent H1N1 and seasonal flu in Louisiana, we ask that you please take a few moments to complete our “Preparedness Planning for People with Disabilities in a Pandemic Influenza Event” survey. This survey is required to asses the needs of persons with disabilities in preparation for a pandemic influenza outbreak so that further resources can be attained if necessary. Your participation is critical, please forward these survey links to as many people as possible. For your convenience, the survey is provided in English and Spanish. With your participation, together we are better equipped to “Fight the Flu” in Louisiana!
English Version:
http://www.surveymonkey.com/s.aspx?sm=XEzyyjcL8MV7L3IsivtUQQ_3d_3d
Spanish Version:
http://www.surveymonkey.com/s.aspx?sm=Kw5yyaz4bBuACz7nW4BQDQ_3d_3d
Thank you,
Jamar Ennis
Program Coordinator
Governor's Office of Disability Affairs
P.O. Box 94004, Baton Rouge, LA 70804
(225) 219-9866
Saturday, October 3, 2009
White House Announces Disability Employment Awareness Month
White House Announces Disability Employment Awarness Month
From THE WHITE HOUSE
White House Emblem Large
Office of the Press Secretary
For Immediate Release September 30, 2009
NATIONAL DISABILITY EMPLOYMENT AWARENESS MONTH, 2009
- - - - - - -
BY THE PRESIDENT OF THE UNITED STATES OF AMERICA
A PROCLAMATION
Fair access to employment is a fundamental right of every American,
including the 54 million people in this country living with disabilities. A
job can provide financial stability, help maximize our potential, and allow
us to achieve our dreams. As Americans, we possess a range of vocational
opportunities to make the most of our talents and succeed in a chosen
career; those with disabilities are entitled to the same opportunities.
During National Disability Employment Awareness Month, we recommit ourselves
to implementing effective policies and practices that increase employment
opportunities for individuals with disabilities.
In the past half-century, we have made great strides toward providing equal
employment opportunities in America, but much work remains to be done. As
part of that continuing effort, we must seek to provide opportunities for
individuals with disabilities. Only then can Americans with disabilities
achieve full participation in the workforce and reach the height of their
ambition.
My Administration is committed to promoting positive change for every
American, including those with disabilities. The Federal Government and its
contractors can lead the way by implementing effective employment policies
and practices that increase opportunities and help workers achieve their
full potential. Across this country, millions of people with disabilities
are working or want to work. We must ensure they have access to the support
and services they need to succeed.
Recognizing the need for equal employment opportunities, we must also
strengthen and expand the educational opportunities for individuals with
disabilities. The American Recovery and Reinvestment Act substantially
increased funding for the Individuals with Disabilities Education Act, and
provided more than $500 million for vocational rehabilitation services,
including job training, education, and placement. If we are to build a world
free from unnecessary barriers, stereotypes, and discrimination, we must
ensure that every American receives an education that prepares him or her
for future success.
Each day, Americans with disabilities play a critical role in forging and
shaping the identity of our Nation. Their contributions touch us all through
personal experience or through that of a family member, neighbor, friend, or
colleague. We grow stronger as a Nation when Americans feel the dignity
conferred by having the ability to support themselves and their families
through productive work. This month, we rededicate ourselves to fostering an
inclusive work culture that welcomes the skills and talents of all qualified
employees.
NOW, THEREFORE, I, BARACK OBAMA, President of the United States of America,
by virtue of the authority vested in me by the Constitution and the laws of
the United States, do hereby proclaim October 2009, as National Disability
Employment Awareness Month. I call on all Americans to celebrate the
contributions of individuals with disabilities to our workplaces and
communities, and to promote the employment of individuals with disabilities
to create a better, more inclusive America, one in which every person is
rightly recognized for his or her abilities and accomplishments.
IN WITNESS WHEREOF, I have hereunto set my hand this thirtieth day of
September, in the year of our Lord two thousand nine, and of the
Independence of the United States of America the two hundred and
thirty-fourth.
BARACK OBAMA
From THE WHITE HOUSE
White House Emblem Large
Office of the Press Secretary
For Immediate Release September 30, 2009
NATIONAL DISABILITY EMPLOYMENT AWARENESS MONTH, 2009
- - - - - - -
BY THE PRESIDENT OF THE UNITED STATES OF AMERICA
A PROCLAMATION
Fair access to employment is a fundamental right of every American,
including the 54 million people in this country living with disabilities. A
job can provide financial stability, help maximize our potential, and allow
us to achieve our dreams. As Americans, we possess a range of vocational
opportunities to make the most of our talents and succeed in a chosen
career; those with disabilities are entitled to the same opportunities.
During National Disability Employment Awareness Month, we recommit ourselves
to implementing effective policies and practices that increase employment
opportunities for individuals with disabilities.
In the past half-century, we have made great strides toward providing equal
employment opportunities in America, but much work remains to be done. As
part of that continuing effort, we must seek to provide opportunities for
individuals with disabilities. Only then can Americans with disabilities
achieve full participation in the workforce and reach the height of their
ambition.
My Administration is committed to promoting positive change for every
American, including those with disabilities. The Federal Government and its
contractors can lead the way by implementing effective employment policies
and practices that increase opportunities and help workers achieve their
full potential. Across this country, millions of people with disabilities
are working or want to work. We must ensure they have access to the support
and services they need to succeed.
Recognizing the need for equal employment opportunities, we must also
strengthen and expand the educational opportunities for individuals with
disabilities. The American Recovery and Reinvestment Act substantially
increased funding for the Individuals with Disabilities Education Act, and
provided more than $500 million for vocational rehabilitation services,
including job training, education, and placement. If we are to build a world
free from unnecessary barriers, stereotypes, and discrimination, we must
ensure that every American receives an education that prepares him or her
for future success.
Each day, Americans with disabilities play a critical role in forging and
shaping the identity of our Nation. Their contributions touch us all through
personal experience or through that of a family member, neighbor, friend, or
colleague. We grow stronger as a Nation when Americans feel the dignity
conferred by having the ability to support themselves and their families
through productive work. This month, we rededicate ourselves to fostering an
inclusive work culture that welcomes the skills and talents of all qualified
employees.
NOW, THEREFORE, I, BARACK OBAMA, President of the United States of America,
by virtue of the authority vested in me by the Constitution and the laws of
the United States, do hereby proclaim October 2009, as National Disability
Employment Awareness Month. I call on all Americans to celebrate the
contributions of individuals with disabilities to our workplaces and
communities, and to promote the employment of individuals with disabilities
to create a better, more inclusive America, one in which every person is
rightly recognized for his or her abilities and accomplishments.
IN WITNESS WHEREOF, I have hereunto set my hand this thirtieth day of
September, in the year of our Lord two thousand nine, and of the
Independence of the United States of America the two hundred and
thirty-fourth.
BARACK OBAMA
2009 Louisiana Job Fairs
2009 Louisiana Job Fairs
Sponsored by Louisiana Medicaid Infrastructure Grant
Lead Agency: Louisiana Rehabiliation Services
Below is a list of the 2009 Louisiana Job Fairs. If you receive social security benefits, you can register on-line or by phone to attend one of the Work Incentives Seminar Events to learn about work incentives. See below for WISE Event Registration information. Don't forget to visit www.work-pays.org for additional employment related information.
2009 LOUISIANA JOB FAIRS
for persons with disAbilities
Thursday, October 1, 2009
Doors open to public 9:00 a.m. - 12:00 p.m.
Knights of Columbus, # 2732
1578 W. Hall Ave.
Slidell, LA. 70458
Wednesday, October 7, 2009
Doors open to public 9:00 a.m. - 12:00 p.m.
Business and Career Solutions Center
4250 5th Ave.
Lake Charles, LA 70607
Wednesday, October 7, 2009
Doors open to public 9:00 a.m. - 12:00 p.m.
Christ United Methodist Church
1204 Crabapple Drive
Shreveport, LA 71118-4097
Tuesday, October 20, 2009
Doors open to public 9:00 a.m. - 12:00 p.m.
Eastbank Regional Library
4747 W. Napoleon Ave.
Metairie, La 70001
Wednesday, October 21, 2009
Doors open to public 9:00 a.m. - 12:00 p.m.
Heymann Performing Arts Center
1373 S. College Road
Lafayette, LA 70503-290
Wednesday, October 21, 2009
Doors open to public 9:00 a.m. - 12:00p.m.
Monroe Civic Center
401 Lea Joyner Expressway
Monroe, LA 71201
Wednesday, October 21, 2009
Doors open to public 9:00 a.m. - 12:00p.m.
City of Pineville, Main Street Community Center
708 Main Street
Pineville, LA 71360
Thursday, October 22, 2009
Doors open to public 9:00 a.m. - 2:00 p.m.
Louisiana Technical College
3250 N. Acadian Thruway East
Baton Rouge, LA 70805
Thursday, October 29, 2009
Doors open to public 9:00 a.m. - 12:00 p.m.
Evergreen Cajun Center
4695 W. Main Street
Houma, LA 70360
WISE Event REGISTRATION
Please register on-line at:
www.socialsecurity.gov/work/wise.html
or by calling 1-877-743-8237 (V/TTY)
Sponsored by Louisiana Medicaid Infrastructure Grant
Lead Agency: Louisiana Rehabiliation Services
Below is a list of the 2009 Louisiana Job Fairs. If you receive social security benefits, you can register on-line or by phone to attend one of the Work Incentives Seminar Events to learn about work incentives. See below for WISE Event Registration information. Don't forget to visit www.work-pays.org for additional employment related information.
2009 LOUISIANA JOB FAIRS
for persons with disAbilities
Thursday, October 1, 2009
Doors open to public 9:00 a.m. - 12:00 p.m.
Knights of Columbus, # 2732
1578 W. Hall Ave.
Slidell, LA. 70458
Wednesday, October 7, 2009
Doors open to public 9:00 a.m. - 12:00 p.m.
Business and Career Solutions Center
4250 5th Ave.
Lake Charles, LA 70607
Wednesday, October 7, 2009
Doors open to public 9:00 a.m. - 12:00 p.m.
Christ United Methodist Church
1204 Crabapple Drive
Shreveport, LA 71118-4097
Tuesday, October 20, 2009
Doors open to public 9:00 a.m. - 12:00 p.m.
Eastbank Regional Library
4747 W. Napoleon Ave.
Metairie, La 70001
Wednesday, October 21, 2009
Doors open to public 9:00 a.m. - 12:00 p.m.
Heymann Performing Arts Center
1373 S. College Road
Lafayette, LA 70503-290
Wednesday, October 21, 2009
Doors open to public 9:00 a.m. - 12:00p.m.
Monroe Civic Center
401 Lea Joyner Expressway
Monroe, LA 71201
Wednesday, October 21, 2009
Doors open to public 9:00 a.m. - 12:00p.m.
City of Pineville, Main Street Community Center
708 Main Street
Pineville, LA 71360
Thursday, October 22, 2009
Doors open to public 9:00 a.m. - 2:00 p.m.
Louisiana Technical College
3250 N. Acadian Thruway East
Baton Rouge, LA 70805
Thursday, October 29, 2009
Doors open to public 9:00 a.m. - 12:00 p.m.
Evergreen Cajun Center
4695 W. Main Street
Houma, LA 70360
WISE Event REGISTRATION
Please register on-line at:
www.socialsecurity.gov/work/wise.html
or by calling 1-877-743-8237 (V/TTY)
Monday, September 28, 2009
Leonie (Johnson) Gauthreaux
Published on September 24, 2009
Leonie Gauthreaux
CHURCH POINT - Funeral Services will be held at11 a.m. Friday, September 25, 2009, at Our Lady of the Sacred Heart Catholic Church in Church Point, for Leonie Gauthreaux, 91, the former Leonie Johnson. Mrs. Gauthreaux, a native and life-long resident of Church Point, died at 10 p.m. Tuesday, September 22, 2009, at Magnolia Estates in Lafayette. Monsignor Jefferson J. DeBlanc will conduct the services with interment following in the Our Lady of the Sacred Heart Cemetery in Church Point.
Survivors include a son, Larry "Goat" Gauthreaux and wife, Merrilene, of Lafayette; a daughter, Judy Gauthreaux, of Sulphur; a brother, Clifford Johnson, Jr. and wife, Erlene, of Carencro; four grandchildren; and eight great-grandchildren.
She was preceded in death by her husband, Norman P. Gauthreaux; a daughter, Theresa Gauthreaux; and her parents, Clifford Johnson, Sr. and Leta Latiolais Johnson.
The family requested that visiting hours be observed from 11 a.m. until 9 p.m. Thursday and continue from 8 a.m. Friday until the time of the services.
A recognized member of the Catholic Deaf Society for over thirty years, Mrs. Gauthreaux was also well-known and respected in her community.
A recitation of the Rosary will be held at 7 p.m. Thursday by Mrs. Erlene Johnson.
Arrangements are being handled by Guidry Funeral Home, Inc.; 219 N. Broadway; Church Point, La. (337) 684-5488.
View the obituary and guest book on-line at guidryfuneralhome.com.
Leonie Gauthreaux
CHURCH POINT - Funeral Services will be held at11 a.m. Friday, September 25, 2009, at Our Lady of the Sacred Heart Catholic Church in Church Point, for Leonie Gauthreaux, 91, the former Leonie Johnson. Mrs. Gauthreaux, a native and life-long resident of Church Point, died at 10 p.m. Tuesday, September 22, 2009, at Magnolia Estates in Lafayette. Monsignor Jefferson J. DeBlanc will conduct the services with interment following in the Our Lady of the Sacred Heart Cemetery in Church Point.
Survivors include a son, Larry "Goat" Gauthreaux and wife, Merrilene, of Lafayette; a daughter, Judy Gauthreaux, of Sulphur; a brother, Clifford Johnson, Jr. and wife, Erlene, of Carencro; four grandchildren; and eight great-grandchildren.
She was preceded in death by her husband, Norman P. Gauthreaux; a daughter, Theresa Gauthreaux; and her parents, Clifford Johnson, Sr. and Leta Latiolais Johnson.
The family requested that visiting hours be observed from 11 a.m. until 9 p.m. Thursday and continue from 8 a.m. Friday until the time of the services.
A recognized member of the Catholic Deaf Society for over thirty years, Mrs. Gauthreaux was also well-known and respected in her community.
A recitation of the Rosary will be held at 7 p.m. Thursday by Mrs. Erlene Johnson.
Arrangements are being handled by Guidry Funeral Home, Inc.; 219 N. Broadway; Church Point, La. (337) 684-5488.
View the obituary and guest book on-line at guidryfuneralhome.com.
Wednesday, September 23, 2009
Job Opportunity with CORA - ALERT
Before considering joining CORA, you may want to check out complaints against CORA at the following website:
http://www.complaintsboard.com/bycompany/cora-llc-a159269.html
(Thanks to an anonymous reader who send this information)
http://www.complaintsboard.com/bycompany/cora-llc-a159269.html
(Thanks to an anonymous reader who send this information)
Thursday, September 17, 2009
Job Opportunity with CORA
CREATING OPPORTUNITIES BY RECOGNIZING ABILITIES
CORA IS SEEKING HEARING DISABLED INDIVIDUALS
FOR VIDEO PHONE PILOT PROJECT
CORA is offering a monthly scholarship program to provide training and placement of deaf individuals
to perform remote business-to-business collections work using an interpreter and video phone.
The training fee will be paid by scholarship funds from United States Business Leadership Network for this pilot project..
The training classes are 3 hours per day, 5 days per week from 10 am to 1 pm EST for a total of 90 hours.
At the conclusion of 90 hours training, the candidate/trainee must pass a test to become a CORA employee
and will then be assigned to work performing collections processes for one of our clients..
The training is exactly what it implies...Training...Selected applicants will not be paid to be trained.
They must pass the Final Assessment to become a paid employee.
Enrollment Director
Theresa Bronson
Email resumes to: VPPilot@coraworks.com
www.coraworks.com
CORA IS SEEKING HEARING DISABLED INDIVIDUALS
FOR VIDEO PHONE PILOT PROJECT
CORA is offering a monthly scholarship program to provide training and placement of deaf individuals
to perform remote business-to-business collections work using an interpreter and video phone.
The training fee will be paid by scholarship funds from United States Business Leadership Network for this pilot project..
The training classes are 3 hours per day, 5 days per week from 10 am to 1 pm EST for a total of 90 hours.
At the conclusion of 90 hours training, the candidate/trainee must pass a test to become a CORA employee
and will then be assigned to work performing collections processes for one of our clients..
The training is exactly what it implies...Training...Selected applicants will not be paid to be trained.
They must pass the Final Assessment to become a paid employee.
Enrollment Director
Theresa Bronson
Email resumes to: VPPilot@coraworks.com
www.coraworks.com
Monday, September 14, 2009
NATIONAL ALLIANCE OF BLACK INTERPRETERS, INC.
NATIONAL ALLIANCE OF BLACK INTERPRETERS, INC.
2010 Biennial Professional Development Conference
“Running with the Vision: Empower. Educate. Excel”
June 24-27, 2010
Sheraton Crescent Hotel ♦ 2620 Dunlap Avenue, Phoenix, AZ 85021
CALL FOR PRESENTERS
The NAOBI, Inc. 2010 Conference Committee is currently seeking creative presenters for our 2010 Biennial Professional
Development Conference. Ideal workshop proposals should include cutting edge presentations on:
Educational Interpreting Multi-cultural Interpreting Technology
Video Relay Interpreting Theatrical Interpreting Global Trends
Freelance Interpreting Distance Education Business/Finance
Religious Interpreting RID (CPC, testing, etc.) Cultural Awareness
Legal Interpreting Conference Planning Diversity
Skill Development
All workshop presentations will be three (3) hours or six (6) hours in duration and should focus on subject matter relevant
to the theme: “Running with the Vision: Empower. Educate. Excel!”
All workshop Presenters will receive the following compensation:
Payment of $225 per 3-hour workshop, $450 per 6-hour workshop
Complimentary Workshops Only Conference Registration: workshops, plenary sessions and forums
One (1) night lodging (day of your presentation) and up to $300.00 travel expenses reimbursed
Proposal Submission Process
ALL of the following items must be submitted as a package to the Conference Professional DevelopmentChair by Thursday, December 31, 2009, in order for the presentation to be considered. Incomplete proposal package submissions will NOT be considered. All items (with the exception of the photo headshot) should be submitted in PDF format. (For free PDF conversion, visit https://www.pdfonline.com/convert_pdf.asp)
1. Workshop proposal (1-2 pages), indicating target audience: Beginner, Intermediate, Advanced or General
2. Outline for proposed workshop (1 page)
3. Summary/Abstract of workshop that can be utilized as a description in the program book (250 words max.)
4. Presenter’s biography (to be utilized in the program book, 250 words max.)
5. RID Continuing Education Activity Instructor’s Form
(go to www.naobi.org and download RID’s Instructor form from the conference tab under Call For Presenters)
6. Current resume
7. Black and White headshot in Jpeg format.
Proposal Submission Options
E-Mail Submission: (preferred) Snail Mail:
Send to: Professional Development Chair (Noah Butler) at The National Alliance of Black Interpreters, Inc.
professional-development-chair@naobi.org
Attn: Mr. Noah Butler, PD Chair
POB 77372
Washington, DC 20013-7372
Complete Proposals will be reviewed by the Program Committee and final selections will be made by January 31, 2010.
For more information about THE 2010 Biennial Professional Development Conference please visit:
www.naobi.org/2010
or e-mail the 2010 Conference Chair, Dr. Rodney Smith at: Conference-Chair@naobi.org or call (877) 626-2487 Ext. 6
2010 Biennial Professional Development Conference
“Running with the Vision: Empower. Educate. Excel”
June 24-27, 2010
Sheraton Crescent Hotel ♦ 2620 Dunlap Avenue, Phoenix, AZ 85021
CALL FOR PRESENTERS
The NAOBI, Inc. 2010 Conference Committee is currently seeking creative presenters for our 2010 Biennial Professional
Development Conference. Ideal workshop proposals should include cutting edge presentations on:
Educational Interpreting Multi-cultural Interpreting Technology
Video Relay Interpreting Theatrical Interpreting Global Trends
Freelance Interpreting Distance Education Business/Finance
Religious Interpreting RID (CPC, testing, etc.) Cultural Awareness
Legal Interpreting Conference Planning Diversity
Skill Development
All workshop presentations will be three (3) hours or six (6) hours in duration and should focus on subject matter relevant
to the theme: “Running with the Vision: Empower. Educate. Excel!”
All workshop Presenters will receive the following compensation:
Payment of $225 per 3-hour workshop, $450 per 6-hour workshop
Complimentary Workshops Only Conference Registration: workshops, plenary sessions and forums
One (1) night lodging (day of your presentation) and up to $300.00 travel expenses reimbursed
Proposal Submission Process
ALL of the following items must be submitted as a package to the Conference Professional DevelopmentChair by Thursday, December 31, 2009, in order for the presentation to be considered. Incomplete proposal package submissions will NOT be considered. All items (with the exception of the photo headshot) should be submitted in PDF format. (For free PDF conversion, visit https://www.pdfonline.com/convert_pdf.asp)
1. Workshop proposal (1-2 pages), indicating target audience: Beginner, Intermediate, Advanced or General
2. Outline for proposed workshop (1 page)
3. Summary/Abstract of workshop that can be utilized as a description in the program book (250 words max.)
4. Presenter’s biography (to be utilized in the program book, 250 words max.)
5. RID Continuing Education Activity Instructor’s Form
(go to www.naobi.org and download RID’s Instructor form from the conference tab under Call For Presenters)
6. Current resume
7. Black and White headshot in Jpeg format.
Proposal Submission Options
E-Mail Submission: (preferred) Snail Mail:
Send to: Professional Development Chair (Noah Butler) at The National Alliance of Black Interpreters, Inc.
professional-development-chair@naobi.org
Attn: Mr. Noah Butler, PD Chair
POB 77372
Washington, DC 20013-7372
Complete Proposals will be reviewed by the Program Committee and final selections will be made by January 31, 2010.
For more information about THE 2010 Biennial Professional Development Conference please visit:
www.naobi.org/2010
or e-mail the 2010 Conference Chair, Dr. Rodney Smith at: Conference-Chair@naobi.org or call (877) 626-2487 Ext. 6
Deja vu Poker Club in Lafayette, LA
ALERT: POKER START AT 12 PM instead 2 PM due to LSU GAME....
Déjà vu Poker Club
presents
No-Limit Texas Hold ‘Em Poker Night
~ Saturday, September 19 , 2009 ~
SITE
LAAD Cajun Clubhouse
200 Rue de Belier
Lafayette, LA
(Direction can be found at mapquest.com)
------------------------------------------------
Door opens at 10 am
---------------------------------------------
Poker Players: Sign-up & information of rules will be provided at 1:00 p.m.
First Come First Served (CAPACITY: 48 players LIMIT)
------------------------------------------------------------------------
GAME
1st session at 12:00 p.m.
NO Minors! ONLY Age of 21 & UP is allowed to play.
BUY IN: $ 50.00 ($ 40,000 in poker chips)
Unlimited Rebuys
RE BUY: $10.00
NEW Addition: ‘Best My Hand’ Jackpot (Optional): $5.00 to compete for the ‘Best My Hand’ of the day to win jackpot.
Prizes will be the ratio: 1 to 4 (¼) - 100% RETURNED
NON-Poker Players:
FLASH! We have a new addition game – Lingo (known as ‘Dingo’) for non-poker players…Sign-up & information of rules will be provided at 1:00 p.m.
For more details, contact Raymond Massie, Poker Director at LSUMAS86@aim.com or LAAD’s Public Relations at CajunLAAD@cox.net
LAADly Yours,
Fallon Frederick
Public Relations for LAAD e-News
Déjà vu Poker Club
presents
No-Limit Texas Hold ‘Em Poker Night
~ Saturday, September 19 , 2009 ~
SITE
LAAD Cajun Clubhouse
200 Rue de Belier
Lafayette, LA
(Direction can be found at mapquest.com)
------------------------------------------------
Door opens at 10 am
---------------------------------------------
Poker Players: Sign-up & information of rules will be provided at 1:00 p.m.
First Come First Served (CAPACITY: 48 players LIMIT)
------------------------------------------------------------------------
GAME
1st session at 12:00 p.m.
NO Minors! ONLY Age of 21 & UP is allowed to play.
BUY IN: $ 50.00 ($ 40,000 in poker chips)
Unlimited Rebuys
RE BUY: $10.00
NEW Addition: ‘Best My Hand’ Jackpot (Optional): $5.00 to compete for the ‘Best My Hand’ of the day to win jackpot.
Prizes will be the ratio: 1 to 4 (¼) - 100% RETURNED
NON-Poker Players:
FLASH! We have a new addition game – Lingo (known as ‘Dingo’) for non-poker players…Sign-up & information of rules will be provided at 1:00 p.m.
For more details, contact Raymond Massie, Poker Director at LSUMAS86@aim.com or LAAD’s Public Relations at CajunLAAD@cox.net
LAADly Yours,
Fallon Frederick
Public Relations for LAAD e-News
SLU Explore Approach to Improve Deaf Education
Southeastern researchers explore approach to improve deaf education
Contact: Rene Abadie
9/1/09
(1) Susannah Ford, right, teacher at the Louisiana School of the deaf, works with her young students using the LAMBERT system developed by Southeastern education researchers.
(2) Becky Sue Parton and Robert Jason Hancock, researchers at Southeastern Louisiana University, code objects into the computer that will be used to help build the deaf education learning tolls that they will be evaluating. The project, funded by the U.S. Department of Education, engages children in the learning process and serves as a facilitator for teaching American Sign Language.
--------------------------------------------------------------------------------
HAMMOND -- In a unique approach to deaf education, two members of Southeastern’s education faculty are using technology common in logistics and supply chain management to improve instruction in sign language for young deaf children.
With a $390,000 grant from the U.S. Department of Education, assistant professors Robert Hancock and Becky Sue Parton are looking to build on their earlier research that combines radio frequency identification (RFID) technology with common objects in a goal to help deaf children learn American Sign Language (ASL) more efficiently.
The two-year grant was one of six “Steppingstones of Technology” grants awarded by the Education Department nationwide.
Using “physical world hyperlinking,” a term used to describe the process of connecting digital data on a computer and real-world objects, the researchers are constructing an initial set of 500 objects with RFID tags. When waved in front of an RFID reader, the tags – which are really small antennae – trigger a computer to respond with instructional content, such as a video of a human interpreter signing the word and several photos or other images of the object.
“Most parents of deaf children don’t know sign language and unfortunately never learn to be fluent in it,” said Parton, a specialist in deaf education. “That’s why these children tend to fall five or six years behind in language acquisition. We’re hoping this system will enable the children to pick up ASL vocabulary directly, as a supplement to peer and teacher interactions, just like kids use LeapFrog products and similar educational games. We can use this in a classroom environment and also send it home with the children.”
Traditionally deaf children learn sign language by coupling objects in a classroom environment with simple drawings to depict the corresponding signs. This also usually involves intensive teacher guidance, Parton explained.
“We recognized that technology could provide a valuable and viable component of deaf education,” she added.
In an earlier pilot project, Parton and Hancock developed LAMBERT (Language Acquistion Manipulatives Blending Early-childhood Research and Technology), a small-budget effort that involved the development of a set of 25 frequently used words for children in the three to four-year-old range. Working with pre-schoolers at the Louisiana School for the Deaf in Baton Rouge, they used simple concrete nouns as the basis for 15 to 20-second multimedia presentations.
“A pre-schooler picks up an object, like a plastic apple, and waves it in front of the RFID reader,” explained Hancock. “This triggers the presentation on a computer screen that includes a video of a human interpreter signing the word with an image of the object superimposed.”
What follows in the next several seconds are three to five photos or clipart images of variations of the object, such as a red and green apple or a male and female lion, a video of an animated character signing the word beside the object, the written English translation for print recognition, and an audio pronunciation for hard-of-hearing children.
“First and foremost, it is very user friendly, both for teachers and students of all functional abilities,” said Susannah Ford, a teacher at the Louisiana School for the Deaf who has used the pilot version for the past six months. “A simple touch of a card activates the program, and this grabs the students’ attention. The video and graphics are varied, colorful and animated, and the children love that.”
“In our pilot study, the kids rotated to various stations to play with the toys,” Parton explained. “We were amazed at how quickly they picked up the process due to their age. Their teacher showed them in a group how to use the toys, and the kids picked it up immediately. You could see their noticeable excitement as they used the various objects, and often they would sign along with the video because they were familiar with most of the vocabulary.
“Children learn by exploring their surroundings, usually through play,” she added. “In this project, it’s obvious the children were engaged in the learning process and interacted with the objects in a natural way. The technology became a facilitator, not a distracter.”
“It’s a hands-on approach, which is truly the best way for deaf students to learn and acquire language,” Ford added.
The new version will allow the output to be projected onto a Smart Board rather than on individual monitors to foster a more collaborative, group-oriented teaching environment. Parton and Hancock are also in the process of installing the system on smaller, more portable laptops, which would be available for students to take home.
“The mobile kits would allow students and parents to be able to acquire sign language together in the home,” Ford added. “The parents are quite excited about this. They love the portability and feel that it’s a great learning tool that can compete with the TV and computer games that often grab their children’s attention.”
In addition to the project at the Louisiana School for the Deaf, the program is also being tested around the state with parents who have deaf children who do not attend the school.
Parton and Hancock also are evaluating the possible expansion of vocabulary to include words other than nouns.
“We believe this will spawn a debate on what is the best reinforcements we can use in the videos,” said Hancock, who was named Post Secondary Teacher of the Year by the Louisiana Association of Computer Using Educators in 2007. “The technology and its use in this setting is so new that there are a lot of areas that need refinement. Right now we’re still at the very basic stage of answering the question, ‘Is this really going to help?’ We have a very strong feeling that it will.”
Contact: Rene Abadie
9/1/09
(1) Susannah Ford, right, teacher at the Louisiana School of the deaf, works with her young students using the LAMBERT system developed by Southeastern education researchers.
(2) Becky Sue Parton and Robert Jason Hancock, researchers at Southeastern Louisiana University, code objects into the computer that will be used to help build the deaf education learning tolls that they will be evaluating. The project, funded by the U.S. Department of Education, engages children in the learning process and serves as a facilitator for teaching American Sign Language.
--------------------------------------------------------------------------------
HAMMOND -- In a unique approach to deaf education, two members of Southeastern’s education faculty are using technology common in logistics and supply chain management to improve instruction in sign language for young deaf children.
With a $390,000 grant from the U.S. Department of Education, assistant professors Robert Hancock and Becky Sue Parton are looking to build on their earlier research that combines radio frequency identification (RFID) technology with common objects in a goal to help deaf children learn American Sign Language (ASL) more efficiently.
The two-year grant was one of six “Steppingstones of Technology” grants awarded by the Education Department nationwide.
Using “physical world hyperlinking,” a term used to describe the process of connecting digital data on a computer and real-world objects, the researchers are constructing an initial set of 500 objects with RFID tags. When waved in front of an RFID reader, the tags – which are really small antennae – trigger a computer to respond with instructional content, such as a video of a human interpreter signing the word and several photos or other images of the object.
“Most parents of deaf children don’t know sign language and unfortunately never learn to be fluent in it,” said Parton, a specialist in deaf education. “That’s why these children tend to fall five or six years behind in language acquisition. We’re hoping this system will enable the children to pick up ASL vocabulary directly, as a supplement to peer and teacher interactions, just like kids use LeapFrog products and similar educational games. We can use this in a classroom environment and also send it home with the children.”
Traditionally deaf children learn sign language by coupling objects in a classroom environment with simple drawings to depict the corresponding signs. This also usually involves intensive teacher guidance, Parton explained.
“We recognized that technology could provide a valuable and viable component of deaf education,” she added.
In an earlier pilot project, Parton and Hancock developed LAMBERT (Language Acquistion Manipulatives Blending Early-childhood Research and Technology), a small-budget effort that involved the development of a set of 25 frequently used words for children in the three to four-year-old range. Working with pre-schoolers at the Louisiana School for the Deaf in Baton Rouge, they used simple concrete nouns as the basis for 15 to 20-second multimedia presentations.
“A pre-schooler picks up an object, like a plastic apple, and waves it in front of the RFID reader,” explained Hancock. “This triggers the presentation on a computer screen that includes a video of a human interpreter signing the word with an image of the object superimposed.”
What follows in the next several seconds are three to five photos or clipart images of variations of the object, such as a red and green apple or a male and female lion, a video of an animated character signing the word beside the object, the written English translation for print recognition, and an audio pronunciation for hard-of-hearing children.
“First and foremost, it is very user friendly, both for teachers and students of all functional abilities,” said Susannah Ford, a teacher at the Louisiana School for the Deaf who has used the pilot version for the past six months. “A simple touch of a card activates the program, and this grabs the students’ attention. The video and graphics are varied, colorful and animated, and the children love that.”
“In our pilot study, the kids rotated to various stations to play with the toys,” Parton explained. “We were amazed at how quickly they picked up the process due to their age. Their teacher showed them in a group how to use the toys, and the kids picked it up immediately. You could see their noticeable excitement as they used the various objects, and often they would sign along with the video because they were familiar with most of the vocabulary.
“Children learn by exploring their surroundings, usually through play,” she added. “In this project, it’s obvious the children were engaged in the learning process and interacted with the objects in a natural way. The technology became a facilitator, not a distracter.”
“It’s a hands-on approach, which is truly the best way for deaf students to learn and acquire language,” Ford added.
The new version will allow the output to be projected onto a Smart Board rather than on individual monitors to foster a more collaborative, group-oriented teaching environment. Parton and Hancock are also in the process of installing the system on smaller, more portable laptops, which would be available for students to take home.
“The mobile kits would allow students and parents to be able to acquire sign language together in the home,” Ford added. “The parents are quite excited about this. They love the portability and feel that it’s a great learning tool that can compete with the TV and computer games that often grab their children’s attention.”
In addition to the project at the Louisiana School for the Deaf, the program is also being tested around the state with parents who have deaf children who do not attend the school.
Parton and Hancock also are evaluating the possible expansion of vocabulary to include words other than nouns.
“We believe this will spawn a debate on what is the best reinforcements we can use in the videos,” said Hancock, who was named Post Secondary Teacher of the Year by the Louisiana Association of Computer Using Educators in 2007. “The technology and its use in this setting is so new that there are a lot of areas that need refinement. Right now we’re still at the very basic stage of answering the question, ‘Is this really going to help?’ We have a very strong feeling that it will.”
Saturday, September 12, 2009
DPHH in New Orleans, LA on September 12, 2009
This DPHH
Pat O'Brien's
Saturday, September 12, 2009
718 Saint Peter Street
New Orleans, LA 70116
hurricanes, grasshoppers, beer, daiquiris….and especially good southern FOOD… Pat O’s never fails us- see you there, say…. 7ish, or you may want to come earlier if you want to sample their entrees.
Pat O'Brien's
Saturday, September 12, 2009
718 Saint Peter Street
New Orleans, LA 70116
hurricanes, grasshoppers, beer, daiquiris….and especially good southern FOOD… Pat O’s never fails us- see you there, say…. 7ish, or you may want to come earlier if you want to sample their entrees.
Friday, September 11, 2009
Online Survey about Sign Language Interpreter Personality
WASLI is committed to the development of the sign language interpreting profession worldwide
(The WASLI Executive Board has given permission to Karen and Jemina for this research study to be sent to its contact listing and database)
Dear Interpreter
We are inviting people to participate in an international online survey about signed language interpreter personality. The study is open to deaf and hearing signed language interpreters. The purpose of the research study is to investigate the general disposition of signed language interpreters by analyzing their responses to specific questions drawn from existing reliable and valid psychometric tools used to measure personality. These findings will then be evaluated in relation to various occupational performance data. The study will compare findings across several countries.
The study is being conducted by Karen Bontempo and Jemina Napier at the Department of Linguistics, Macquarie University in Sydney, Australia. The project is supported by a Macquarie University Linguistics Graduate Research Scheme Grant. The Australian based research team can be contacted on telephone: +61 298 508 756; text: +61 414 801 717; fax: +61 298 509 199; email: karen.bontempo@students.mq.edu.au or jemina.napier@ling.mq.edu.au. The study is being conducted in collaboration with Laurence Hayes and Vicki Brashear at the Department of ASL and Interpreter Education; and Jerry Palmer at the Department of Psychology, Eastern Kentucky University, USA. The US based research team can be contacted on telephone: +1 859 622 4966; or fax: +1 859 622 5919; or email: laurence.hayes@eku.edu.
The online questionnaire needs to be completed before 30 September 2009.
All information gathered in the course of this research is de-identified by the anonymous online completion of the questionnaire. Individual responses therefore are confidential. Participation in the study is of course voluntary, and participants can withdraw from the survey even if they complete all questions simply by not taking the final step of “submitting” their survey responses by clicking on "done" on the last page of the survey.
The URL for the survey is https://www.surveymonkey.com/s.aspx?sm=aM8VGCVSQ4foJwygvY4THw_3d_3d
We would be very grateful of your participation in the study, and please feel free to forward this information to your colleagues.
Thank you in anticipation.
Regards,
Karen & Jemina
Karen Bontempo & Jemina Napier
Department of Linguistics
Macquarie University
Email: karen.bontempo@students.mq.edu.au
(The WASLI Executive Board has given permission to Karen and Jemina for this research study to be sent to its contact listing and database)
Dear Interpreter
We are inviting people to participate in an international online survey about signed language interpreter personality. The study is open to deaf and hearing signed language interpreters. The purpose of the research study is to investigate the general disposition of signed language interpreters by analyzing their responses to specific questions drawn from existing reliable and valid psychometric tools used to measure personality. These findings will then be evaluated in relation to various occupational performance data. The study will compare findings across several countries.
The study is being conducted by Karen Bontempo and Jemina Napier at the Department of Linguistics, Macquarie University in Sydney, Australia. The project is supported by a Macquarie University Linguistics Graduate Research Scheme Grant. The Australian based research team can be contacted on telephone: +61 298 508 756; text: +61 414 801 717; fax: +61 298 509 199; email: karen.bontempo@students.mq.edu.au or jemina.napier@ling.mq.edu.au. The study is being conducted in collaboration with Laurence Hayes and Vicki Brashear at the Department of ASL and Interpreter Education; and Jerry Palmer at the Department of Psychology, Eastern Kentucky University, USA. The US based research team can be contacted on telephone: +1 859 622 4966; or fax: +1 859 622 5919; or email: laurence.hayes@eku.edu.
The online questionnaire needs to be completed before 30 September 2009.
All information gathered in the course of this research is de-identified by the anonymous online completion of the questionnaire. Individual responses therefore are confidential. Participation in the study is of course voluntary, and participants can withdraw from the survey even if they complete all questions simply by not taking the final step of “submitting” their survey responses by clicking on "done" on the last page of the survey.
The URL for the survey is https://www.surveymonkey.com/s.aspx?sm=aM8VGCVSQ4foJwygvY4THw_3d_3d
We would be very grateful of your participation in the study, and please feel free to forward this information to your colleagues.
Thank you in anticipation.
Regards,
Karen & Jemina
Karen Bontempo & Jemina Napier
Department of Linguistics
Macquarie University
Email: karen.bontempo@students.mq.edu.au
2010 Census Cautions
(EDITOR'S NOTE: When filling out for the Census, please do write down ASL as the primary language in your household)
2010 Census Cautions
2009-09-08 11:29:00-04
2010 Census Cautions -- Be Cautious About Giving Info to Census Workers
We all know about being careful, but a reminder never hurts.
Subject: 2010
Census Cautions
Good Advice.... please take a few seconds to read this.. pass on to your family, friends and
neighbors....
Conversation: 2010 Census Cautions
Be Cautious About Giving Info to Census Workers
With the U.S. Census process beginning, the Better Business Bureau
(BBB) advises people to be cooperative, but cautious, so as not to become a
victim of fraud or identity theft.
The first phase of the 2010
U..S. Census is under way as workers have begun verifying the addresses of
households across the country.
Eventually, more than 140,000 U.S. Census workers will count every person in
the United States and will gather information about every person living at
each address including name, age, gender, race, and other relevant data.
The big question is - how do you tell the difference between a U.S. Census
worker and a con artist???
BBB offers the following advice:
** If a U.S. Census worker knocks on your door, they will have:
1. a badge,
2. a handheld device,
3. a Census Bureau canvas bag, and a confidentiality notice
4. Ask to see their identification and their
badge before answering their questions.
These will probably be strangers... However, you should never invite
anyone you don't know into your home... do not allow them into your home,
outside is just fine!!!
** Census workers are currently
only knocking on doors to verify address information.
Do not give your Social Security number,
credit card or banking information to anyone,
even if they claim they need it for the U.S. Census.
While the Census Bureau might ask for basic financial information,
such as a salary range, it will not ask for Social Security, bank account,
or credit card numbers nor will employees solicit donations.
Eventually, Census workers may contact you by telephone, mail, or in
person at home.
However, they will not contact you by Email, so be on the
lookout for Email scams impersonating the Census..
Never click on a link or open any attachments in an Email that are
supposedly from the U.S.
Census Bureau.
For more advice on avoiding
identity theft and fraud, visit
http://www.bbb.org/
2010 Census Cautions
2009-09-08 11:29:00-04
2010 Census Cautions -- Be Cautious About Giving Info to Census Workers
We all know about being careful, but a reminder never hurts.
Subject: 2010
Census Cautions
Good Advice.... please take a few seconds to read this.. pass on to your family, friends and
neighbors....
Conversation: 2010 Census Cautions
Be Cautious About Giving Info to Census Workers
With the U.S. Census process beginning, the Better Business Bureau
(BBB) advises people to be cooperative, but cautious, so as not to become a
victim of fraud or identity theft.
The first phase of the 2010
U..S. Census is under way as workers have begun verifying the addresses of
households across the country.
Eventually, more than 140,000 U.S. Census workers will count every person in
the United States and will gather information about every person living at
each address including name, age, gender, race, and other relevant data.
The big question is - how do you tell the difference between a U.S. Census
worker and a con artist???
BBB offers the following advice:
** If a U.S. Census worker knocks on your door, they will have:
1. a badge,
2. a handheld device,
3. a Census Bureau canvas bag, and a confidentiality notice
4. Ask to see their identification and their
badge before answering their questions.
These will probably be strangers... However, you should never invite
anyone you don't know into your home... do not allow them into your home,
outside is just fine!!!
** Census workers are currently
only knocking on doors to verify address information.
Do not give your Social Security number,
credit card or banking information to anyone,
even if they claim they need it for the U.S. Census.
While the Census Bureau might ask for basic financial information,
such as a salary range, it will not ask for Social Security, bank account,
or credit card numbers nor will employees solicit donations.
Eventually, Census workers may contact you by telephone, mail, or in
person at home.
However, they will not contact you by Email, so be on the
lookout for Email scams impersonating the Census..
Never click on a link or open any attachments in an Email that are
supposedly from the U.S.
Census Bureau.
For more advice on avoiding
identity theft and fraud, visit
http://www.bbb.org/
Tuesday, September 8, 2009
Free Books for those who live in St. Charlres Parish
United Way of St. Charles Board of Directors approved the expansion of its Success By 6® program to include the Imagination Library.
The Imagination Library is a United Way of St. Charles program that provides any child, age birth to five, a FREE book every month.
The only requirement for this program is that the children must reside in St. Charles Parish and must be between the age birth to 5 years old. The books will be age appropriate and sent directly to the child's house.
United Way of St. Charles is currently accepting registrations for the Imagination Library. To register, call 985-331-9063.
United Way of St. Charles Success By 6® program works to provide high quality, early learning opportunities for children to prepare them to be successful when they start school.
For more information, call Kacy at 985-331-9063 or visit www.uwaysc.org.
The Imagination Library is a United Way of St. Charles program that provides any child, age birth to five, a FREE book every month.
The only requirement for this program is that the children must reside in St. Charles Parish and must be between the age birth to 5 years old. The books will be age appropriate and sent directly to the child's house.
United Way of St. Charles is currently accepting registrations for the Imagination Library. To register, call 985-331-9063.
United Way of St. Charles Success By 6® program works to provide high quality, early learning opportunities for children to prepare them to be successful when they start school.
For more information, call Kacy at 985-331-9063 or visit www.uwaysc.org.
2009 Louisiana Job Fairs
2009 Louisiana Job Fairs
Sponsored by Louisiana Medicaid Infrastructure Grant
Lead Agency: Louisiana Rehabiliation Services
Below is a list of the 2009 Louisiana Job Fairs. If you receive social security benefits, you can register on-line or by phone to attend one of the Work Incentives Seminar Events to learn about work incentives. See below for WISE Event Registration information. Don't forget to visit www.work-pays.org for additional employment related information.
2009 LOUISIANA JOB FAIRS for persons with disAbilities
Thursday, October 1, 2009
Doors open to public 9:00 a.m. - 12:00 p.m.
Knights of Columbus, # 2732
1578 W. Hall Ave.
Slidell, LA. 70458
Wednesday, October 7, 2009
Doors open to public 9:00 a.m. - 12:00 p.m.
Business and Career Solutions Center
4250 5th Ave.
Lake Charles, LA 70607
Wednesday, October 7, 2009
Doors open to public 9:00 a.m. - 12:00 p.m.
Christ United Methodist Church
1204 Crabapple Drive
Shreveport, LA 71118-4097
Tuesday, October 20, 2009
Doors open to public 9:00 a.m. - 12:00 p.m.
Eastbank Regional Library
4747 W. Napoleon Ave.
Metairie, La 70001
Wednesday, October 21, 2009
Doors open to public 9:00 a.m. - 12:00 p.m.
Heymann Performing Arts Center
1373 S. College Road
Lafayette, LA 70503-290
Wednesday, October 21, 2009
Doors open to public 9:00 a.m. - 12:00p.m.
Monroe Civic Center
401 Lea Joyner Expressway
Monroe, LA 71201
Wednesday, October 21, 2009
Doors open to public 9:00 a.m. - 12:00p.m.
City of Pineville, Main Street Community Center
708 Main Street
Pineville, LA 71360
Thursday, October 22, 2009
Doors open to public 9:00 a.m. - 2:00 p.m.
Louisiana Technical College
3250 N. Acadian Thruway East
Baton Rouge, LA 70805
Thursday, October 29, 2009
Doors open to public 9:00 a.m. - 12:00 p.m.
Evergreen Cajun Center
4695 W. Main Street
Houma, LA 70360
WISE Event REGISTRATION
Please register on-line at:
www.socialsecurity.gov/work/wise.html
or by calling 1-877-743-8237 (V/TTY)
Sponsored by Louisiana Medicaid Infrastructure Grant
Lead Agency: Louisiana Rehabiliation Services
Below is a list of the 2009 Louisiana Job Fairs. If you receive social security benefits, you can register on-line or by phone to attend one of the Work Incentives Seminar Events to learn about work incentives. See below for WISE Event Registration information. Don't forget to visit www.work-pays.org for additional employment related information.
2009 LOUISIANA JOB FAIRS for persons with disAbilities
Thursday, October 1, 2009
Doors open to public 9:00 a.m. - 12:00 p.m.
Knights of Columbus, # 2732
1578 W. Hall Ave.
Slidell, LA. 70458
Wednesday, October 7, 2009
Doors open to public 9:00 a.m. - 12:00 p.m.
Business and Career Solutions Center
4250 5th Ave.
Lake Charles, LA 70607
Wednesday, October 7, 2009
Doors open to public 9:00 a.m. - 12:00 p.m.
Christ United Methodist Church
1204 Crabapple Drive
Shreveport, LA 71118-4097
Tuesday, October 20, 2009
Doors open to public 9:00 a.m. - 12:00 p.m.
Eastbank Regional Library
4747 W. Napoleon Ave.
Metairie, La 70001
Wednesday, October 21, 2009
Doors open to public 9:00 a.m. - 12:00 p.m.
Heymann Performing Arts Center
1373 S. College Road
Lafayette, LA 70503-290
Wednesday, October 21, 2009
Doors open to public 9:00 a.m. - 12:00p.m.
Monroe Civic Center
401 Lea Joyner Expressway
Monroe, LA 71201
Wednesday, October 21, 2009
Doors open to public 9:00 a.m. - 12:00p.m.
City of Pineville, Main Street Community Center
708 Main Street
Pineville, LA 71360
Thursday, October 22, 2009
Doors open to public 9:00 a.m. - 2:00 p.m.
Louisiana Technical College
3250 N. Acadian Thruway East
Baton Rouge, LA 70805
Thursday, October 29, 2009
Doors open to public 9:00 a.m. - 12:00 p.m.
Evergreen Cajun Center
4695 W. Main Street
Houma, LA 70360
WISE Event REGISTRATION
Please register on-line at:
www.socialsecurity.gov/work/wise.html
or by calling 1-877-743-8237 (V/TTY)
LADBC Labor Day Picnic
--------------------------------------------------------------------------------
LABOR DAY PICNIC
Presented by
LOUISIANA ACADIANA
DEAF-BLIND CITIZENS, INC.
(LADBC)
@ Girard Park Pavilion
500 Girard Park Drive
Lafayette, Louisiana
Saturday, September 12, 2009 @ 9:00 AM ‘till 5:00 PM
ADMISSION: $3.00 each member
$5.00 each non-member
$1.00 each child (Ages: 7 to 17)
FREE each child (Ages: 6 and UNDER)
ENTRÉE
Served at NOON
Texas-sized BBQ Hamburger
(or)
Grilled Chicken Burger Dinner
Includes baked beans & chips PLUS one FREE drink
$7.00 each plate
(Pre-order EARLY, PLEASE!)
No Outside Food Brought In
~~~~~~~~~~~~~~~~~~~~~
GRAND PRIZE: GPS, Portable DVD, and TV
~ PARADE of PRIZES ~ 50/50 CHANCE ~ FUN ~
~ GAMES ~ DOOR PRIZES ~ WATERFUN ~
(Bring extra clothes)
>> Play Potto – Win $$Jackpot$$ <<
Pay $1.00 each - Guess any three-digit number
(000 thru 999).
Consider WALK-A-THON?
Make your own donation to join the one-lap (1.25 miles) walk OR sponsor in supporting great cause of the Deaf-Blind community needs…
To register at 9:00 AM; Walk starts @ 10:00 AM
Note: Girard Park has beautiful wide-open park including playgrounds and widened trail-walkpath around its park.
àFREE Water Bottles to all participants!
Contact Angela Lentini and Annie Tu, Co-chairs for more information by e-mail at LADBC1980@gmail.com
-----cut out------cut out-------cut out-----cut out------
ORDER FORM Deadline: Monday, September 7th
Name:___________________________________
Entrée
Price
Quanity
Total
Texas-Sized Hamburger
$7.00 each
$
Grilled Chicken Burger
$7.00 each
$
Join or Sponsor
Walk-a-thon
Donation
-----
$
Subtotal
$
Make payable & mail directly to:
LADBC
Attn: Annie Tu, Treasurer
409 W. St. Mary Blvd.
Lafayette, LA 70506
Thank you for your support!
LABOR DAY PICNIC
Presented by
LOUISIANA ACADIANA
DEAF-BLIND CITIZENS, INC.
(LADBC)
@ Girard Park Pavilion
500 Girard Park Drive
Lafayette, Louisiana
Saturday, September 12, 2009 @ 9:00 AM ‘till 5:00 PM
ADMISSION: $3.00 each member
$5.00 each non-member
$1.00 each child (Ages: 7 to 17)
FREE each child (Ages: 6 and UNDER)
ENTRÉE
Served at NOON
Texas-sized BBQ Hamburger
(or)
Grilled Chicken Burger Dinner
Includes baked beans & chips PLUS one FREE drink
$7.00 each plate
(Pre-order EARLY, PLEASE!)
No Outside Food Brought In
~~~~~~~~~~~~~~~~~~~~~
GRAND PRIZE: GPS, Portable DVD, and TV
~ PARADE of PRIZES ~ 50/50 CHANCE ~ FUN ~
~ GAMES ~ DOOR PRIZES ~ WATERFUN ~
(Bring extra clothes)
>> Play Potto – Win $$Jackpot$$ <<
Pay $1.00 each - Guess any three-digit number
(000 thru 999).
Consider WALK-A-THON?
Make your own donation to join the one-lap (1.25 miles) walk OR sponsor in supporting great cause of the Deaf-Blind community needs…
To register at 9:00 AM; Walk starts @ 10:00 AM
Note: Girard Park has beautiful wide-open park including playgrounds and widened trail-walkpath around its park.
àFREE Water Bottles to all participants!
Contact Angela Lentini and Annie Tu, Co-chairs for more information by e-mail at LADBC1980@gmail.com
-----cut out------cut out-------cut out-----cut out------
ORDER FORM Deadline: Monday, September 7th
Name:___________________________________
Entrée
Price
Quanity
Total
Texas-Sized Hamburger
$7.00 each
$
Grilled Chicken Burger
$7.00 each
$
Join or Sponsor
Walk-a-thon
Donation
-----
$
Subtotal
$
Make payable & mail directly to:
LADBC
Attn: Annie Tu, Treasurer
409 W. St. Mary Blvd.
Lafayette, LA 70506
Thank you for your support!
Sunday, August 23, 2009
2010 SOUTHWEST BLACK DEAF ADVOCATES CONFERENCE
NEW ORLEANS BLACK DEAF ADVOCATES
“CULTIVATING THE MIND, ENERGIZING THE SPIRIT, AND PROGRESSING THE PEOPLE
WITHIN THE AFRCAN AMERICAN DEAF COMMUNITY”
Welcome to the ...
2010 SOUTHWEST BLACK DEAF ADVOCATES CONFERENCE
New Orleans, Louisiana
July 30 - 31, 2010
Royal Saint Charles Hotel
135 Saint Charles Avenue
New Orleans, LA 70130
www.royalsaintcharleshotel.com
Hotel Information
The Royal St. Charles Hotel, a contemporary styled boutique hotel, is located
just 1 block from Bourbon Street and the French Quarter. The hotel features
modern amenities and spacious guest rooms and is ideally situated for both the
business and leisure traveler.
From I-10 WEST (Airport): Take I-10 toward Westbank (US 90), exit St
Charles/Carondelet Street. Continue to the 3rd light, turn left on Camp Street.
Go through 7 lights, turn left on Common Street. The Royal St. Charles Hotel
is one block up on the right.
From I-10 EAST: Take I-10 toward the "Central Business District" (CBD),
take the Canal Street Exit. At the light take a right on to Canal Street. Go approximately
one mile and take a right on St. Charles Avenue. Take the first
right at Common Street. The Royal St. Charles Hotel entrance is on the right.
Combo Registration:
Member $40.00 until Feb. 5, 2010*
$50.00 until April 5, 2010
$70.00 after July 6, 2010
Non-member $50.00 until Feb. 5, 2010*
$60.00 until April 5, 2010
$80.00 after July 6, 2010
Senior Citizen $35.00 until Feb. 5, 2010*
$45.00 until April 5, 2010
$65.00 after July 6, 2010
*REGISTER EARLY and take advantage of the
EARLY BIRD COMBO … Deadline 02/05/10
Complete this REGISTRATION FORM and mail to: Cynthia LaCour, NOBDA Treasurer 2824 Glenbrook Dr.
Gretna, LA 70056-7910 Please make your check or Money Order payable to NOBDA. Thank You!
Name: ______________________________________________
Address: ____________________________________________
City/State/Zip: _______________________________________
Email Address: ______________________________________
VP or Phone Number: ________________________________
Check One: Member Non-Member Senior Citizen
For more information, contact any of the following individuals …
Tanya Brown, Chairperson (familybrown5@yahoo.com)
Cynthia LaCour, Treasurer (cindylacour@gmail.com)
Ester L. McAllister, Program (elmcallister@cox.net)
Beth Williams, Registration (bethwms@sprint.blackberry.net)
Darius Porter, Program Book (dsport06@yahoo.com)
Anthony J. Aramburo, Logistics (ajaramburo@yahoo.com)
Note:
• The Combo Registration will include -
Program Book, Exhibits, Workshops,
Opening Reception, and Closing Dinner
• Tours of New Orleans will be offered at
an additional cost prior to the conference
• Personal Checks will NOT be accepted
after May 31, 2010
“CULTIVATING THE MIND, ENERGIZING THE SPIRIT, AND PROGRESSING THE PEOPLE
WITHIN THE AFRCAN AMERICAN DEAF COMMUNITY”
Welcome to the ...
2010 SOUTHWEST BLACK DEAF ADVOCATES CONFERENCE
New Orleans, Louisiana
July 30 - 31, 2010
Royal Saint Charles Hotel
135 Saint Charles Avenue
New Orleans, LA 70130
www.royalsaintcharleshotel.com
Hotel Information
The Royal St. Charles Hotel, a contemporary styled boutique hotel, is located
just 1 block from Bourbon Street and the French Quarter. The hotel features
modern amenities and spacious guest rooms and is ideally situated for both the
business and leisure traveler.
From I-10 WEST (Airport): Take I-10 toward Westbank (US 90), exit St
Charles/Carondelet Street. Continue to the 3rd light, turn left on Camp Street.
Go through 7 lights, turn left on Common Street. The Royal St. Charles Hotel
is one block up on the right.
From I-10 EAST: Take I-10 toward the "Central Business District" (CBD),
take the Canal Street Exit. At the light take a right on to Canal Street. Go approximately
one mile and take a right on St. Charles Avenue. Take the first
right at Common Street. The Royal St. Charles Hotel entrance is on the right.
Combo Registration:
Member $40.00 until Feb. 5, 2010*
$50.00 until April 5, 2010
$70.00 after July 6, 2010
Non-member $50.00 until Feb. 5, 2010*
$60.00 until April 5, 2010
$80.00 after July 6, 2010
Senior Citizen $35.00 until Feb. 5, 2010*
$45.00 until April 5, 2010
$65.00 after July 6, 2010
*REGISTER EARLY and take advantage of the
EARLY BIRD COMBO … Deadline 02/05/10
Complete this REGISTRATION FORM and mail to: Cynthia LaCour, NOBDA Treasurer 2824 Glenbrook Dr.
Gretna, LA 70056-7910 Please make your check or Money Order payable to NOBDA. Thank You!
Name: ______________________________________________
Address: ____________________________________________
City/State/Zip: _______________________________________
Email Address: ______________________________________
VP or Phone Number: ________________________________
Check One: Member Non-Member Senior Citizen
For more information, contact any of the following individuals …
Tanya Brown, Chairperson (familybrown5@yahoo.com)
Cynthia LaCour, Treasurer (cindylacour@gmail.com)
Ester L. McAllister, Program (elmcallister@cox.net)
Beth Williams, Registration (bethwms@sprint.blackberry.net)
Darius Porter, Program Book (dsport06@yahoo.com)
Anthony J. Aramburo, Logistics (ajaramburo@yahoo.com)
Note:
• The Combo Registration will include -
Program Book, Exhibits, Workshops,
Opening Reception, and Closing Dinner
• Tours of New Orleans will be offered at
an additional cost prior to the conference
• Personal Checks will NOT be accepted
after May 31, 2010
P3 Notebook on Sale
Hello everybody....
Let you know that P3 Netbook is on sale for $149.00. Netbook made by Dell. The retail price is 399.00 but Purple sells for $199.00. NOW ON SALE for $149.00!!! If you are interested, contact Juliet Barbin and I will get you the discount code.
Contact me at Juliet.Barbin@purple.us or im me at JulietatPurple.
Let you know that P3 Netbook is on sale for $149.00. Netbook made by Dell. The retail price is 399.00 but Purple sells for $199.00. NOW ON SALE for $149.00!!! If you are interested, contact Juliet Barbin and I will get you the discount code.
Contact me at Juliet.Barbin@purple.us or im me at JulietatPurple.
Saturday, August 15, 2009
Time for Action!
Hello Everyone,
Please check out the following link: http://web.mac.com/beth.henriksen/TDF/Home.html which concerns the Theatre Development Fund's decision to suspend the Interpreting for the Theatre Program.
Interpreters who have attended through out the 12 year span of the program should have received a paper questionnaire and a letter stating that due to funding constraints the program has been suspended while TDF works to determine if the program is valuable and worth continuing to invest in.
Interpreters who are interested, have auditioned, or simply considering attending, please check out the website and complete the appropriate survey.
The website http://web.mac.com/beth.henriksen/TDF/Home.html is a separate entity from the actual program, it is being run by an attendee of the program.
After a few weeks, all comments and testimonials gathered from the website will be forwarded to Sara Aziz, one of the program's coordinators.
Let's work together to keep this valuable resource available to us and which will ultimately impact your local communities!!
Please forward this on to any and all other interpreters you may know.
http://web.mac.com/beth.henriksen/TDF/Home.html
Jennifer Kuyrkendall
Sign Language Interpreter
NIC, LCD IV, ED:K-12
Interpreting for the Theatre - Class of 2009
Please check out the following link: http://web.mac.com/beth.henriksen/TDF/Home.html which concerns the Theatre Development Fund's decision to suspend the Interpreting for the Theatre Program.
Interpreters who have attended through out the 12 year span of the program should have received a paper questionnaire and a letter stating that due to funding constraints the program has been suspended while TDF works to determine if the program is valuable and worth continuing to invest in.
Interpreters who are interested, have auditioned, or simply considering attending, please check out the website and complete the appropriate survey.
The website http://web.mac.com/beth.henriksen/TDF/Home.html is a separate entity from the actual program, it is being run by an attendee of the program.
After a few weeks, all comments and testimonials gathered from the website will be forwarded to Sara Aziz, one of the program's coordinators.
Let's work together to keep this valuable resource available to us and which will ultimately impact your local communities!!
Please forward this on to any and all other interpreters you may know.
http://web.mac.com/beth.henriksen/TDF/Home.html
Jennifer Kuyrkendall
Sign Language Interpreter
NIC, LCD IV, ED:K-12
Interpreting for the Theatre - Class of 2009
Louisiana School for the Deaf, Volleyball Schedule – Fall 2009
Louisiana School for the Deaf
Lady War Eagles
Volleyball Schedule – Fall 2009
Date Time Opponent Location Team
(V/JV)
8/25/09 3:30 p.m. JAMBOREE Home V
8/31/09 5:00 p.m. White Castle Home V
9/9/09 5:00 p.m. Family Christian Away V
9/14/09 5:00 p.m. Family Christian Home V
9/16/09 5:00 p.m. Ascension Christian Away V
9/21/09 5:00 p.m. Bethany Home V
9/23/09 5:00 p.m. East Iberville Away V
9/28/09 5:00 p.m. Southern Lab Home V
10/1/09 5:00 p.m. Christian Life Academy Home V
10/5/09 5:00 p.m. Hosanna Home V
10/12/09 5:00 p.m. Ascension Christian Home V
10/14/09 5:00 p.m. Bethany Away V
10/19/09 5:00 p.m. East Iberville Away V
10/21/09 5:00 p.m. Southern Lab Away V
10/28/09 5:00 p.m. Hosanna Away V
Lady War Eagles
Volleyball Schedule – Fall 2009
Date Time Opponent Location Team
(V/JV)
8/25/09 3:30 p.m. JAMBOREE Home V
8/31/09 5:00 p.m. White Castle Home V
9/9/09 5:00 p.m. Family Christian Away V
9/14/09 5:00 p.m. Family Christian Home V
9/16/09 5:00 p.m. Ascension Christian Away V
9/21/09 5:00 p.m. Bethany Home V
9/23/09 5:00 p.m. East Iberville Away V
9/28/09 5:00 p.m. Southern Lab Home V
10/1/09 5:00 p.m. Christian Life Academy Home V
10/5/09 5:00 p.m. Hosanna Home V
10/12/09 5:00 p.m. Ascension Christian Home V
10/14/09 5:00 p.m. Bethany Away V
10/19/09 5:00 p.m. East Iberville Away V
10/21/09 5:00 p.m. Southern Lab Away V
10/28/09 5:00 p.m. Hosanna Away V
Friday, August 14, 2009
Sorenson VRS Interpreting Center Open House
Hello Everyone!
Sorenson VRS is proud to present:
New Orleans
Sorenson VRS Interpreting Center
Open House
You are invited to the New Orleans Sorenson Video Relay Service (SVRS) Interpreting Center. Please join us for an opportunity to meet Ron Burdett, Vice President of Community Relations for Sorenson Communications. Tours of the interpreting center and light refreshments will also be available.
Date:
Thursday, August 27th, 2009
Time:
6:30 – 8:30 PM
Location:
New Orleans SVRS Interpreting Center
6620 Riverside Dr.
Metairie, LA 70003
Please RSVP:
Janie Powell at
jpowell@sorenson.com
For more information, Visit: www.sorensonvrs.com
Thank you,
Paul Winfree
Area Specialist - LA & MS
Sorenson Communications
800-918-1882
PWinfree@sorenson.com
www.sorensonvrs.com
Sorenson VRS is proud to present:
New Orleans
Sorenson VRS Interpreting Center
Open House
You are invited to the New Orleans Sorenson Video Relay Service (SVRS) Interpreting Center. Please join us for an opportunity to meet Ron Burdett, Vice President of Community Relations for Sorenson Communications. Tours of the interpreting center and light refreshments will also be available.
Date:
Thursday, August 27th, 2009
Time:
6:30 – 8:30 PM
Location:
New Orleans SVRS Interpreting Center
6620 Riverside Dr.
Metairie, LA 70003
Please RSVP:
Janie Powell at
jpowell@sorenson.com
For more information, Visit: www.sorensonvrs.com
Thank you,
Paul Winfree
Area Specialist - LA & MS
Sorenson Communications
800-918-1882
PWinfree@sorenson.com
www.sorensonvrs.com
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