Developmental (intellectual) disability have traditionally been referred to as mental retardation. Due to the stigma associated with this term, advocacy groups have pushed for the adoption of the current alternative names. The condition manifests as varying degrees of cognitive impairment and maladaptive behaviors. In order to be better placed to help individuals with intellectual disabilities in Portsmouth, VA, there are a number of things that we need to understand.
A majority of the cases of developmental abnormalities have no known cause. Existing theories implicate genetic, social and environmental influence. The good news is that most of them are classified as mild. This category includes persons that have an IQ of between 50 and 70. Children in this category typically show deficiencies in cognitive skill development and social behaviors in the classroom setting but cope quite well outside the classroom.
Children who have special needs should not be taught alongside those that are considered to be typically functioning. While they may learn most of the skills that are required, they tend to take a lot longer and will therefore appear to lag behind. Teachers need to adopt teaching methods that impart skills and knowledge in a more practical manner. The emphasis should be on teaching issues such as time concepts, money concepts, self-care and hygiene and vocational training.
Accommodation is necessary to make it possible for the persons who have special needs to enjoy the employment opportunities that are available to everyone else. Accommodation is simply the act of making it easier for these persons to carry out specific duties in the work place. They extent of help required varies depending on the severity of the condition. Examples include providing reading and material interpretation assistance, demonstrating required techniques and making interviews more practically rather than theoretical.
As they grow into adults, persons with intellectual disability lead independent lives in most cases. Unfortunately, however, many of them remain unemployed or are underemployed in spite of their willingness to take up jobs. There have been sustained efforts by concerned agencies and advocacy groups to make it easier for these people to get fair treatment in the workplace and to increase the opportunities available to them.
The employer is required by law to keep the medical information of the employee confidential. Such information can only be disclosed in select cases. This would include, for example, when there is a need to make special accommodation arrangements, in case of an emergency that requires medical attention and in the case of claim settlement by insurers.
In the interview, it is considered discriminatory to ask applicants about whether or not they have intellectual disability. If the prospective employee discloses this information on their own volition, both the employer and the employee should work together to come up with accommodative strategies that will facilitate the duties to be carried out.
Employers should be proactive in preventing harassment. This can be done by having written policies in the workplace, preparing employee handbooks, having regular staff meetings to address the issue and periodic training. It should be made clear that harassment cases are to be reported to the manager. Corrective action should be taken promptly when reports are received.
A majority of the cases of developmental abnormalities have no known cause. Existing theories implicate genetic, social and environmental influence. The good news is that most of them are classified as mild. This category includes persons that have an IQ of between 50 and 70. Children in this category typically show deficiencies in cognitive skill development and social behaviors in the classroom setting but cope quite well outside the classroom.
Children who have special needs should not be taught alongside those that are considered to be typically functioning. While they may learn most of the skills that are required, they tend to take a lot longer and will therefore appear to lag behind. Teachers need to adopt teaching methods that impart skills and knowledge in a more practical manner. The emphasis should be on teaching issues such as time concepts, money concepts, self-care and hygiene and vocational training.
Accommodation is necessary to make it possible for the persons who have special needs to enjoy the employment opportunities that are available to everyone else. Accommodation is simply the act of making it easier for these persons to carry out specific duties in the work place. They extent of help required varies depending on the severity of the condition. Examples include providing reading and material interpretation assistance, demonstrating required techniques and making interviews more practically rather than theoretical.
As they grow into adults, persons with intellectual disability lead independent lives in most cases. Unfortunately, however, many of them remain unemployed or are underemployed in spite of their willingness to take up jobs. There have been sustained efforts by concerned agencies and advocacy groups to make it easier for these people to get fair treatment in the workplace and to increase the opportunities available to them.
The employer is required by law to keep the medical information of the employee confidential. Such information can only be disclosed in select cases. This would include, for example, when there is a need to make special accommodation arrangements, in case of an emergency that requires medical attention and in the case of claim settlement by insurers.
In the interview, it is considered discriminatory to ask applicants about whether or not they have intellectual disability. If the prospective employee discloses this information on their own volition, both the employer and the employee should work together to come up with accommodative strategies that will facilitate the duties to be carried out.
Employers should be proactive in preventing harassment. This can be done by having written policies in the workplace, preparing employee handbooks, having regular staff meetings to address the issue and periodic training. It should be made clear that harassment cases are to be reported to the manager. Corrective action should be taken promptly when reports are received.
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