Journal of Vocational Rehabilitation - Volume 45, issue 3
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Journal of Vocational Rehabilitation will provide a forum for discussion and dissemination of information about the major areas that constitute vocational rehabilitation.
Periodically, there will be topics that are directed either to specific themes such as long-term care or different disability groups such as those with psychiatric impairment. Often a guest editor who is an expert in the given area will provide leadership on a specific topic issue. However, all articles received directly or submitted for a special issue are welcome for peer review. The emphasis will be on publishing rehabilitation articles that have immediate application for helping rehabilitation counselors, psychologists and other professionals in providing direct services to people with disabilities.
Original research articles, review articles, program descriptions, and case studies will be considered for publication. Ideas for special topical issues are welcomed as well.
Abstract: BACKGROUND: High-quality job coaching services are pivotal to the vocational success of adults with severe disabilities. However, many job coaches lack formal training in evidence-based instructional practices. OBJECTIVE: In this study, we test the efficacy of a training package on the degree to which six job coaches implement three evidence-based instructional practices with fidelity (i.e., task analysis, simultaneous prompting, and least-to-most prompting). METHOD: The training package features promising strategies that are validated in the broader staff training literature: description, modeling, and performance feedback on implementation steps. Six multiple baseline across behavior experiments were conducted.…RESULTS: All participants made progress toward correct implementation with group training, although some participants required individualized coaching to achieve correct implementation of all steps. CONCLUSIONS: This study provides preliminary evidence that promising training strategies can be used to train job coaches to implement evidence-based instructional practices for adults with severe disabilities. In addition, this training provides one model for how to use both group and one-to-one coaching formats in tandem to promote implementation fidelity.
Abstract: BACKGROUND: Little is known about the employment discrimination experiences of middle-aged workers with disabilities. OBJECTIVE: This study investigated the employment discrimination experiences of middle-age charging parties with disabilities (ages 35–54 years) in comparison to younger adult charging parties with disabilities (ages 25–34 years) on demographic characteristics (e.g., gender, disability type), characteristics of employers against whom allegations were filed (e.g., size, industry type), the nature of the discrimination, and the resolution of these allegations. METHODS: The study utilized data from the Integrated Mission System of the U.S. Equal Employment Opportunity Commission (EEOC). RESULTS: Findings…indicated that, compared to younger adult charging parties, middle-age charging parties were more likely to be male and Caucasian; more likely to file allegations on the basis of diabetes, heart/cardiovascular disease, back impairments, and cancer; and less likely to file allegations on the basis of anxiety disorders, manic depressive disorder, schizophrenia, or other psychological impairments. Middle-age charging parties were less likely than younger charging parties to allege discrimination related to unlawful discharge and constructive discharge, but more likely to allege discrimination related to layoff. They were less likely to allege discrimination against small employers and employers in the finance/insurance, accommodation/food service, and retail trade industries. Middle-age charging parties were more likely to allege discrimination against employers in the manufacturing, transportation and warehousing, utilities, educational services, and public administration industries. Middle-age charging parties were slightly less likely than younger adult charging parties to have ADA title I allegations resolved in their favor through the EEOC’s investigatory process. CONCLUSIONS: Implications for working with prime age workers with disabilities are discussed.
Keywords: Workplace discrimination, middle-age workers with disabilities, younger adult workers with disabilities, equal employment opportunity commission