4-11-6 Chatlog

jk (18:58):
How do employment specialist tell potential employers that a person they are working 
with has a disability without mentioning the diagnosis? Aren't employers curious?
DB says to  (18:58):
Most employers are interested in having good workers and not concerned about 
diagnoses.  We recommend only discussing "need to know information."

court(19:01):
any good resources for individuals with dual diagnosis(mr-mi)?
DB says to  (19:01):
Paul Wehman and his colleagues at VCU are experts in the area of supported 
employment and people with MR. We wrote an article in the Psychiatric Rehabilitation 
Journal, 2005, 28(4) on co-occurring disorders

CO says to  (19:02):
We are wondering if anyone else has found that the transferring of  individuals between 
Employment Specialists has had a negative impact on people
DB says to  (19:02):
Yes, we recommend that work applicants have one employment specialist with whom 
they meet throughout the supported employment process.

jenny says to  (19:03):
How do employment specialists get employers to listen after they introduce themselves as 
working with people with disabilities?
DB says to  (19:03):
Talk about a specific work applicant.  Describe their skills and what you think they can 
do for that employer.

CareerOpp says to  (19:05):
Yes, but how do you handle staff turnover, and funding issues, etc
DB says to  (19:05):
Can you elabaorate on this question?

CareerOpp says to  (19:10):
In regards to bouncing individuals between ES...how do you handle staff turnover etc. - 
without having a negative impact on the individuals you serve
DB says to  (19:10):
Are you referring to transferring individuals to new employment specialists when there is 
staff turnover? It can be hard for work applicants.  Needs to be done in a planful way.  
The field needs to figure out how to keep the workforce of ESs.

CareerOpp says to  (19:14):
True but especially with individuals with MH diagnosis...this is a concern for our 
program...

CO says to  (19:16):
Do you feel that commensurate wage jobs have a place in supportive employment arena?
DB says to  (19:16):
The goal of SE is regular jobs with commensurate wages and benefits.

CO says to  (19:23):
How intrusive should we be with individuals that refuse services on or off site after an 
individual has been placed in a job of their choosing and further refuse  outreach contact 
from clinicians?
DB says to  (19:23):
I think it is important to listen to what the client is saying.  Are you concerned about your 
relationship with the employer in this example?

CareerOpp says to  (19:28):
No...the ES knows the employer personally...however, the ES is concerned about the 
mental health of the consumer and the job stability as well...the consumer is not allowing 
any supports to occur through our agency.
DB says to  (19:28):
I don't think you can force your services on someone.  I suggest you let the person know 
that you are available and he or she may reengage at some point.  Is there someone who 
that consumer trusts who might encourage to connect with some support system?

CO says to  (19:31):
The consumer has his choice between ES and several clinicians...
DB says to  (19:31):
It seems that you will have to wait to see if that person will reengage.  Maybe through 
his/her experiences, he/she will return.  

CareerOpp says to  (19:31):
Is it ethically ok to maintain contact via phone etc to keep updates for documentation 
purposes?
DB says to: I don't think it is appropriate to maintain telephone contact for documentation 
purposes if the person is refusing employment services.  The clinicians should make 
decisions about the person's safety and how to proceed.