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Great Lakes ADA Center Chronicle logo

 October 2022
Volume 16 Issue 1 
 

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Trainings & Events Calendar

October AccessibilityOnline Webinar Series

Accessible Amusement Rides

Thursday, October 6, 2022

October Ask an ADA Pro

Ask an ADA Professional Questions RE: Post-Secondary Education and the ADA

Wednesday, September 21, 2022

October Arts-N-Rec

Accessible Camping

Thursday, October 13, 2022

October ADA Audio Conference Series

Disability and DEI (Diversity, Equity, and Inclusion) Panel Discussion

Tuesday, October 18, 2022

November ADA Legal Webinar Series

Learning from Civil Rights Lawsuits: Effective Communication with Deaf, Hard of Hearing, Blind, and Low Vision Incarcerated People

Wednesday, November 16, 2022

November Section 508 Best Practices Webinar

DEIA: What Does It Mean to Have Accessibility in the Federal Workplace?

Tuesday, November 29, 2022

 
Magnifying glass

In Focus


National Disability Employment Awareness Month poster that reads 'Disability: Part of the Equation'. Shows a person in a wheelchair with a plus sign connecting them to a photo of two employees representing employment, and an equals sign leading to a bright lightbulb.

Cartel del Mes Nacional de la Concientización Sobre la Discapacidad en el Empleo (NDEAM) 2022 presenta el tema “La Discapacidad: Parte de la Ecuación de Equidad” junto con una ecuación compuesta de dos fotos muestrando a colegas trabajando en una computadora y viendo un documento, seguida de un signo igual, seguido de un icono de bombilla.

National Disability Employment Awareness Month (NDEAM) – “Disability: Part of the Equity Equation”

The Office of Disability Employment Policy (ODEP) recently announced their theme for National Disability Employment Awareness Month (NDEAM), “Disability: Part of the Equity Equation.”

Resources and materials produced by the ODEP are now available. These resources can assist your organization in planning and implementing NDEAM 2022 activities.

Contact ODEP to order a free NDEAM poster or download a copy today. Posters and their visual descriptions are available in English or Spanish on ODEP’s NDEAM 2022 initiative website.

 
Speech bubble

Seeking Public Comment

United States Access Board logo

The U.S. Access Board is seeking public comment on accessibility guidelines for Self-Service Transaction Machines (SSTMs), such as kiosks. An advanced notice of proposed rulemaking (ANPRM) was issued on September 21, 2022.

You can submit comments via Regulations.gov thru November 21, 2022.

White House logo

News from the White House


Graphic of a person sitting on a pile of opioid pills inside and orange pill bottle with the label 'Rx'. Signifies being trapped by opioid addition.

As part of National Recovery Month, the U.S. Department of Health and Human Services (HHS) awarded $1.5 billion to support states, tribal lands, and territories in their efforts to address opioid addiction and assist recovery. Read more about new funding and recovery supports that address the opioid crisis.

For individuals and families facing substance use disorders, contact 1-800-622-HELP (4357) for free and confidential treatment referrals and information services.



Blue voter box with the word 'Vote' in white letters. A sealed envelope representing someone's vote is tucked into the box's open slot.

In a recent White House briefing on voting access, the Department of Justice was highlighted for their plain-language guide to federal voting rights laws. This guide includes sections on “Voting with Limited English Proficiency” and “Voting with a Disability.”

The Department has also produced a plain-language guide describing each state’s voting rules for persons with criminal convictions.

Learn more about how the White House is promoting voter access.


A syringe pulls liquid from a bottle labeled 'COVID-19 Vaccine'

Manage new variants of COVID-19 this fall by getting an updated booster shot. Read more about updated COVID-19 boosters.

Contact the Administration for Community Living’s Disability Information and Assistance Line (DIAL) at 888-677-1199 for help finding vaccination locations, making appointments, and overcoming barriers, such as transportation.

Learn more about new White House vaccine strategies to protect elderly and at-risk Americans from COVID-19.

Celebrate. Learn. Share. ADA 32 (1990-2022) Americans with Disabilities Act.

Bidens Mark Anniversary of ADA with White House Reception

President Joe Biden and First Lady Jill Biden marked the anniversary of the Americans With Disabilities Act (ADA) and Disability Pride Month with a White House celebration on Wednesday, September 28, 2022.

Read more about the reception and the President and First Lady’s remarks.

 
Newspaper

Federal Agency News


U.S. Department of Justice Seal.

  Department of Justice


Brick street in San Juan lined on both sides with red barrier fences, curbed sidewalks and light blue buildings with ornate metal balconies.

Justice Department Intervenes in Betancourt-Colon v. City of San Juan (Released 9-20-2022)

The complaint alleges that San Juan, Puerto Rico failed to provide people with mobility disabilities equal access to its public sidewalks. DOJ previously filed a Statement of Interest in this lawsuit on November 9, 2020, asserting the long-held position that a public entity’s provision and maintenance of public sidewalks is a covered “service” under Title II of the ADA.



U.S. Department of Labor seal.

  U.S. Department of Labor



Three people from the shoulders up in a row and each one has a different icon located in their head/mind: low battery, thunderstorm, and messy string.

Mental Health and Employment Working Group Applauded by DOL (Released 9-16-2022)

The Department of Labor’s Assistant Secretary for Disability Employment Policy, Taryn Williams, praised the collaboration between the State Exchange on Employment and Disability and the U.S. Conference of Mayors which led to the development of this group. Their work will focus on identifying policies, plans and practices to address and support workers’ mental health needs.


 
Map

Regional News

Outline of Indiana state with Indiana flag inside.

Indiana

Indiana Housing and Community Development Authority

$950,000 Awarded to Indiana Nonprofits to Help with Affordable Housing

The Indiana Housing First Program connects people with mental illness or chronic chemical addiction to housing without conditions such as sobriety or participation in supportive services. Participants must have a lease and pay a percentage of their monthly income toward rent.

Read more about the Indiana Housing and Community Development Authority’s housing grants.


Blue voter box with the word 'Vote' in white letters. A sealed envelope representing someone's vote is tucked into the box's open slot.

Federal Judge’s Ruling Improves Absentee Ballot Access for Voters with Disabilities in General Election.

In advance of the approaching midterm election in Indiana, the Honorable Jane Magnus-Stinson ordered increased access by granting voters with print disabilities the freedom to select the person of their choice to assist in marking their paper absentee ballot. A “voter with print disabilities” is a voter who cannot independently mark a paper ballot or ballot card due to blindness, low vision, or a physical disability that limits manual dexterity. In short, a voter with a print disability cannot physically mark their ballot without assistance.

Outline of Minnesota state with Minnesota flag inside.

Minnesota

Minnesota Department of Human Services logo

Legal Settlement Supports Community Living and Independence for Persons with Disabilities

The newly announced settlement agreement will require the Minnesota Department of Human Services (DHS) to notify individuals requesting individualized housing options about transition services, known as Housing Stabilization Services. DHS will also require training for all case managers, publish data to measure the amount of people transitioning out of group homes, and provide information on appealing a denial of Housing Stabilization Services.

Learn more about the class action lawsuit settlement against Minnesota Department of Human Services (DHS).




Outline of ohio state with ohio state flag within the outline

Ohio

classroom setting with teacher pointing to legal scales on a board

Disability Rights Ohio (DRO) Provides Free Special Education Legal Clinics for Parents and Guardians

Virtual clinics are offered on the third Monday of each month, from 12-1 pm, and will continue through July 2023. Each clinic includes a workshop followed by a 30-minute Q&A hosted by a panel of attorneys. The workshops are recorded and available to view at any time. Ohio parents and guardians of children with disabilities from ages 3-22 can benefit from the Clinic.

Register and learn more about the Special Education Legal Clinic.

hands exchanging money with a dollar sign in the background

Representatives Brigid Kelly and Dontavius Jarrells introduced Ohio House Bill 716 - "Eliminate subminimum wage for persons with disabilities." 

Under provision 14(c) in the 80-year-old Fair Labor Standards Act, employers are able to apply for permits to pay people with disabilities far under the current $7.25 hourly minimum wage. More than three-quarters of a century later these subminimum wages remain not just legal, but accepted and practiced, in several states. These subminimum wages assume people with disabilities are incapable of integrating into the general labor workforce, a belief at odds with the disability policy framework that has emerged over the past 40 years. This House bill focuses on ensuring Ohioans with disabilities are paid a fair wage for their work.


Group of diverse people of a variety of disabilities, colors, and genders

Ohio is Helping People with Disabilities Find Jobs

Gov. Mike DeWine signed an Executive Order making the state a disability inclusion state. What does that mean? Opportunities for Ohioans with Disabilities (OOD) Director Kevin Miller says one main goal is to help people with disabilities get a job. Miller says this begins with awareness. Ohio is committed to training every state employee in disability etiquette and awareness.

Outline of Wisconsin state with state flag within the outline

Wisconsin

Blue voter box with the word 'Vote' in white letters. A sealed envelope representing someone's vote is tucked into the box's open slot.

Absentee Ballot Return Assistance for the Nov 8th Election.

A federal court has affirmed the right of voters with disabilities to use ballot return assistance. Disability Rights Wisconsin is receiving questions from disabled voters who need assistance mailing or delivering their absentee ballots. These practices were restricted in the April and August elections because of litigation. An August 31st court order clarified that federal law protects the right of all disabled Wisconsin voters to receive assistance from a person of their choice to mail or deliver their absentee ballots.

Blue voter box with the word 'Vote' in white letters. A sealed envelope representing someone's vote is tucked into the box's open slot.

New Guardianship and Voting Resources

In Wisconsin, people under guardianship retain the right to vote unless the court expressly removes that right. Wisconsin residents who have lost the right to vote due to guardianship may petition the court to restore their right to vote. Disability Rights Wisconsin has new resources on the topic of Guardianship and Voting: Preserving and Restoring the Right to Vote.

 
Judge's Gavel and Block.

Lawsuit & Settlement Agreement Highlights

National Highlights

Work inside speech bubble

Title I: Employment


Equal Employment Opportunity Commission logo. Drug test urine cup and bottle of medications

Senior Living Residence Revokes Job Offer Due to Failed Drug Test (Released 9-21-2022)

The EEOC has filed suit against employer, Princess Martha, LLC, for revoking a job offer after an applicant’s prescribed PTSD medication prevented her from passing a required drug test. While drug testing is allowed, employers are responsible for ensuring the results are not used in violation of federal anti-discrimination laws, such as the ADA.




Equal Employment Opportunity Commission logo. COVID. Images of the COVID virus and a face mask

What 3 COVID-19-Related ADA Cases Say About EEOC’s Compliance Priorities

As the EEOC moves forward on three suits filed in September 2021, the legal landscape continues to change as a result of pandemic-related cases. Below are the cases:

  • EEOC v. U.S. Drug Mart Inc. – A worker who allegedly endured harassment for asking to wear a face mask.
  • EEOC v. 151 Coffee, LLC – A coffee shop that allegedly denied accommodation of less face-to-face contact.
  • EEOC v. ISS Facility Services, Inc. – A worker denied the accommodation of working from home two days per week.

Department of Justice logo. Police vest with an illustration of a red virus on the front labeled HIV

Indiana Police Department Revokes Job Offer Due to Applicant’s HIV Diagnosis (Released 9-20-2022)

The Town of Clarksville, Indiana entered into a consent decree with the Justice Department after allegations that the Town’s police department unlawfully revoked a job offer to a qualified officer based on his HIV status. The decree requires policy revisions for employment-related medical exams, training for employees making personnel decisions, and $150,000 in damages for the complainant.



Department of Justice logo. Discrimination.  Illustration of two people pushing another person out

Security Company Fired Employee Citing Concerns Over Disability and Age (Released 9-22-2022)

After experiencing a heart attack on the job, a 57-year-old employee claims he began receiving comments from his supervisor that he should retire due to his age and condition. In 2020 during the COVID-19 pandemic, the employee was officially asked to resign after being repeatedly passed over for work assignments. The employee refused and was fired. While the pandemic has changed the ways in which America works, it has not changed the ADA protections for persons with disabilities in the workforce.

Equal Employment Opportunity Commission logo. Reasonable Accommodations: images a wheelchair user, sign language, white cane user, and cognitive disability

Sinclair Broadcast Group, Inc. Fires Employee with Schizoaffective Disorder (Released 9-23-2022)

The EEOC has charged Sinclair Broadcast Group with unlawfully firing a helpdesk technician due to a diagnosis of schizoaffective disorder. Under Title I, the ADA requires employers to consider and provide reasonable accommodations to individuals with disabilities unless this would case an undue hardship.



Department of Justice logo. An opened laptop with a person and a wanted sign on the computer screen. Hiring discrimination listed under the laptop

EEOC Sues BaronHR and Radiant Services for Discriminatory Recruitment and Hiring (Released 9-13-22)

The U.S. Equal Employment Opportunity Commission (EEOC) filed suit against the national staffing agency BaronHR, LLC and Radiant Services Corporation, a commercial laundry facility that serves the hospitality industry in Southern California, for discriminatory denial of employment based on race, national origin, and sex, the federal agency announced today.

EEOC alleges that BaronHR required that applicants have no medical conditions or history of injury. BaronHR’s unlawful hiring criteria excluded qualified individuals with disabilities, perceived disabilities, or a record of a disability.



Department of Justice logo. Discrimination.  Illustration of two people pushing another person out

EEOC Sues Eagle Marine Services for Disability Discrimination. (Released 9-26-22)

The lawsuit alleges that Eagle Marine Services Electrical & Refrigeration, LLC violated the ADA when it refused to hire or accommodate a worker using prescribed ADHD medication. The employer failed to make an individualized assessment of the worker’s medication use or whether it would affect the safe performance of his job, relying instead on stereotypes about disability and medication to justify its decision not to hire him.



Department of Justice logo. Discrimination.  Illustration of two people pushing another person out

EEOC Sues Omaha Hospitality Group for Disability Discrimination (Released 9-28-22)

Operators of a hotel violated federal law when they fired a general manager after being hospitalized for depression. According to the suit, the manager advised human resources that he was going to miss work because he was experiencing depressive symptoms including anger, frustration, and thoughts of self-harm without any apparent trigger, and needed to go to the hospital for treatment. Two days later a company representative told him he was being fired because they were afraid he might hurt other people.



Equal Employment Opportunity Commission logo. Drug test urine cup and bottle of medications

International Paper Co. to Pay $65,000 to Settle EEOC Disability Discrimination Suit (Released 9-28-22)

According to the lawsuit, the claimant received an offer of employment conditioned upon a medical examination and a negative drug test. The applicant disclosed that he was diagnosed with attention deficit hyperactivity disorder (ADHD) and prescribed Adderall, a medication used to treat ADHD. The applicant’s drug test showed a positive result for amphetamines, and the employer revoked the applicant’s conditional job offer. The applicant was informed that the decision to revoke his job offer was because he did not pass the drug test. The applicant contacted the company twice to provide his treating physician’s phone number and explained that he believed the company had violated the ADA. This information had no impact on the company’s decision to revoke the appli­cant’s job offer.



Interior of a drug/convenience store with shoppers.  a distraught pregnant employee is standing behind a service counter looking at their manager.  Equal Employment Opportunity Commission logo.

Walgreens Sued by EEOC for Pregnancy and Disability Discrimination (Released 9—28-22)

The lawsuit alleges that Walgreens refused to allow a pregnant worker with disabilities to take emergency leave to seek medical attention, forcing her to quit. A pregnant customer sales associate with diabetes and hypoglycemia was spotting while pregnant and asked the store manager to allow her to take unscheduled, emergency leave to seek medical attention. Although the store manager and team lead could have covered for her, the store manager told the pregnant employee she could not leave until they found a replacement for her and were unable to find one. The store manager then told her she had already asked for too many accommodations. The customer sales associate had no option but to resign, per her doctor’s advice. She miscarried later that day.



Department of Justice logo. Discrimination.  Ear loop with a line through it.

EEOC Sues Lyneer Staffing, LLC for Disability Discrimination (Released 9-28-22)

A deaf applicant sought a position working in a warehouse through Lyneer Staffing LLC. Initially, she was referred to the client-employer. The client-employer accepted her as a worker and assigned her a start date. Before the applicant could start work a manager at Lyneer Staffing learned of the referral and instructed a subordinate to cancel the assignment due to the applicant’s disability. A representative of Lyneer Staffing then contacted the applicant and informed her that she could not be placed in the position because the employer did not have sign language interpreters available. However, Lyneer Staffing’s client was always willing to employ the applicant.


Service dog

Pharmacist Wins $134,000 Jury Award in ADA Service Dog Case

Missouri-based Bothwell Regional Health Center is paying $134,000 after violating the ADA by not allowing a pharmacist to use her service dog as an accommodation. The hospital claimed they could not accommodate the dog due to concerns about sterility. However, the pharmacy was not treated as a sterile environment and was not maintained with cleanliness standards that would have been expected of a sterile environment.


Illustration of management: a person above two other people

Reassignment to a New Manager Isn’t a Disability Accommodation, 11th Circuit Court Confirms

After experiencing hostile behavior from a manager at an Air Force base commissary, an employee sued the U.S. Department of Defense under the Rehabilitation Act of 1973 for refusing to consider her doctor’s recommendation that she be reassigned to a different location with new supervision. While courts have determined that reassignment to a vacant position can be considered a reasonable accommodation, the 11th Circuit upheld the decision that requesting new supervision was not reasonable.


Government building

Title II: State and Local Government




Cover of the Indiana State Board of Nursing magazine called 'Focus'. Cover shows a family tied up by heavy rope and the heading 'Addiction, a Nursing Family Affair'. Caption reads '100% confidential. Call 1-800-638-6623. Save a nurse, save a career.'

Indiana State Board of Nursing Permits Opioid Use Disorder (OUD) Medication for Nurses in Statewide Recovery Program (Released 9-2-2022)

The Indiana State Board of Nursing violated Title II of the ADA by prohibiting the use of medication to treat OUD in the Indiana State Nursing Assistance Program. This program supports nurses in recovery from addiction and is often required for reinstatement of a license. On September 1, 2022, the Board agreed to allow nurses to participate in the program while taking OUD medication if it is prescribed by a licensed practitioner and incorporated into a recovery monitoring agreement.


child curled up in a corner of a room. Department of Justice logo.

Justice Department Secures Settlement with Iowa School District Concerning Discriminatory Seclusion and Restraint Practices

The Department of Justice’s Civil Rights Division and the U.S. Attorney’s Office for the Northern District of Iowa announced a settlement agreement with the Cedar Rapids Community School District in Iowa, to address the discriminatory use of seclusion and restraint against students with disabilities.

Under the settlement agreement, the Cedar Rapids Community School District has voluntarily agreed to end the use of seclusion, reform its restraint practices, and improve its staff training on anticipating, appropriately addressing and de-escalating students’ disability-related behavior through appropriate behavioral interventions.


illustration of a physical barrier (stairs) to a Town Hall building with a sign on the outside stating 'Town Hall Meeting vote' that people with mobility aids cannot access who are at the bottom of the stairs

U.S. Attorney’s Office Reaches Agreement with Town of Limerick to Improve Voter Accessibility

The settlement agreement resolves an Americans with Disabilities Act (ADA) complaint filed by a voter with a mobility impairment who alleged that he was unable to vote at Limerick’s annual town meeting. The voter alleged that he was told that the first floor of Limerick Town Hall was full, and he would need to vote on the second floor which he was unable to access.

Under the settlement agreement, Limerick has agreed to make certain modifications to improve accessibility at its town hall for persons with mobility impairments.


Shop

Title III: Public Accommodations




wheelchair user transferring to a medical exam table

Vision Center in Colonial Heights Agrees to Settle ADA Allegations

The United States Attorney’s Office announced a settlement agreement under the Americans with Disabilities Act (ADA) with Colonial Heights Vision Center Optometry, PC (CHVC), a professional eye care center.

The settlement agreement resolves allegations that CHVC’s eye exam chair and equipment were not accessible to patients with mobility disabilities, who use mobility equipment such as walkers, scooters, or wheelchairs, and that CHVC had a practice of asking patients who use mobility devices to bring an attendant-such as a family member or friend-to facilitate manual transfer into the exam chair.

Blood drop with HIV written in the middle. Outline of home with a cross and stethoscope in the middle

Helping Hands Caregivers Agrees to Settle ADA Allegations

The U.S. Attorney’s Office for the Eastern District of Wisconsin reached a settlement agreement under Title III of the ADA with Helping Hands Caregivers LLC to resolve allegations that the company refused to provide in-home caregiving services to an individual with HIV.  The agreement includes adoption of a non-discrimination policy, training of staff, written notification to the Department of future complaints, and $10,000 in compensatory damages for the individual.

 
document

Published Reports & Tools


EARN (Employer Assistance and Resource Network on Disability Inclusion) Advancing Workforce Diversity. Image of a human head with the word Neurodiversity in the middle surrounded by the words, Autism, ADHD, Dyscalculia, Dyslexia, Epilepsy, Developmental Language Disorder, Fetal Alcohol Spectrum Disorder, Intellectual Disability, Tourette's & Tic Disorders.

Updated Neurodiversity in the Workplace Toolkit

The Employer Assistance and Resource Network on Disability Inclusion recently revamped its Neurodiversity in the Workplace Toolkit. The toolkit offers strategies to help employers recruit, hire, retain and advance neurodivergent workers and provides information on workplace accommodations, mentorship, and more. The toolkit explains how neurodivergent employees can help support workplace productivity, overall staff performance as well as other benefits of a neurodiverse workforce.



National Conference of State Legislatures (NCSL) logo

States use ARPA Funds to Boost Employment for People with disabilities.

The National Conference of State Legislators, in collaboration with the State Exchange on Employment & Disability, published a new resource, “States Uses of ARPA Funds to Boost Employment for People with Disabilities,” that explores state actions to increase opportunities for people with disabilities and grow the post-pandemic labor force. Strategies highlighted range from supporting private employers seeking to diversify their workforce to expanding state hiring initiatives.

 
Q&A within a speech bubble

Question and Answer for the Month

Question: How does an employer determine whether a particular job can be performed at home?



Telework/Work from Home. Woman sitting in front of a computer in a home office setting.

Answer: In determining which accommodations are reasonable such as remote work, the employer and employee need to identify what responsibilities are essential and which are minor.

Essential functions are duties or tasks:

  • That the employee in the position is required to perform.
  • That if removed, would fundamentally alter the position.
  • Would there be significant consequences if this function were not performed?
  • Where a limited number of other employees are available to perform the functions.
  • Can other employees do this function if necessary?
  • That are the reason the job exists.
  • How much time per week is spent doing this function?
  • Could this function be performed in a different way?
  • That are highly specialized.
  • What critical skills, experience, training, education, and/or license are needed?

An employer does not have to remove any essential job duties to permit an employee to work at home. However, it may need to reassign some minor job duties or marginal functions (i.e., those that are not essential to the successful performance of a job) if they cannot be performed outside the workplace, and they are the only obstacle to permitting an employee to work at home. If a marginal function needs to be reassigned, an employer may substitute another minor task that the employee with a disability could perform at home to keep employee workloads evenly distributed.

After determining what functions are essential, the employer and the individual with a disability should determine whether some or all the functions can be performed at home. For some jobs, the essential duties can only be performed in the workplace. For example, food servers, cashiers, and truck drivers cannot perform their essential duties from home. But, in many other jobs, some or all the duties can be performed at home.

If the employer determines that some job duties must be performed in the workplace, then the employer and employee need to decide whether working part-time at home and part-time in the workplace will meet both of their needs.

Learn more:

  • Work at Home/Telework as a Reasonable Accommodation | U.S. Equal Employment Opportunity Commission (eeoc.gov)
  • Telework (askjan.org)
 
lightbulb

Highlighted Resource of the Month

Job Accommodation Network (JAN) Logo

The Job Accommodation Network (JAN) is the leading source of free, expert, confidential guidance on job accommodations and disability employment issues.

Contact JAN to request a consultation or information services from 9 am to 6 pm Eastern Time, Monday through Friday.

For more information, check out JAN’s website.

 
animated person to the left of two other people with lines connecting to each other

Staying Connected

The Great Lakes ADA Center celebrates National Service Dog Month 2022. Dr. Anjali J. Forber-Pratt is the Director of the National Institute on Disability, Independent Living, & Rehabilitation Research (NIDILRR). She began her research career in 2006, & her primary area of expertise is disability identity development. Prior to joining the Administration for Community Living (ACL), she served as an assistant professor at Vanderbilt University. A two-time Paralympian & medalist in the sport of wheelchair racing, Dr. Forber-Pratt has dedicated her life to helping others recognize their potential. Photo of Dr. Forber-Pratt with her service animal Kolton.

Stay informed on the ADA, disability topics, and resources by following us on social media @ADAGreatLakes.

Great Lakes ADA Facebook page Great Lakes ADA Youtube page Great Lakes ADA Twitter page Great Lakes ADA LinkedIn page Great Lakes ADA Instagram page

Check out one of our most recent popular posts, image to the left:

The Great Lakes ADA Center celebrates National Service Dog Month by highlighting Dr. Anjali Forber-Pratt, Director of the National Institute on Disability, Independent Living, & Rehabilitation Research (NIDILRR). Learn more about her: Leadership | ACL Administration for Community Living

 
 
 

Last Updated on:
Tue Apr 29, 2025


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