And so goes another school year -- unless you're staying through the summer. We made it, you made it, and that's something to celebrate. It feels like it took forever and yet like we just started yesterday.

Keeping it short, we in the DRS office hope you all have a great summer. Congratulations to those who are graduating (keep an eye out for those Delta Alpha Pi cords during commencement!) and we look forward to seeing those who will be returning in the fall.

This month, check out the events DRS will be putting on to de-stress and scheduling your finals. Look for opportunities for summer jobs and research. And review our feature article by Sarah Fischer, on how to approach receiving accommodations in the workplace!

If you have anything you would like to share with the DRS office, or with your fellow students through the newsletter: drop us a line at DRSrecep@pitt.edu. We're always happy to hear from you and we'd love to share your experiences, resources, successes, and even photos of pets! (See our Admin. Assistant's dog, Sparky, above, after a long day of studying.)

See you in the fall!

Alternative Testing Requests For Finals: All final exam requests must be submitted at a minimum of Seven [7] business days before the exam. All exams during finals week must be submitted as the exam type: 'Final Exam (week of April 22-26).'

Business days exclude weekends and University observed holidays. Please note the Alternative Testing process is for in-person on-paper exams only. See: Alternative Testing Request Instructions for Students. If you have any questions, please contact DRS!

Log in to the Student Portal to request accommodations, exams, and appointments with your disability specialist.

April is Paralyzed Veterans Across America Month, as well as  the Awareness Month for Cushing Disease, Functional Neurological Disorder, Parkinson's, and Limb Loss Awareness.

April 2: World Autism Awareness Day
April 6: Bohring-Opitz Syndrome Awareness Day
April 7: World Health Day
April 10: National Youth HIV and AIDS Awareness Day
April 13: Sarcoidosis Awareness Day
April 17: World Hemophilia Day
April 20 through 27: World Primary Immunodeficiency Week
April 24 through 30: National MS Awareness Week
April 28: World Day for Safety and Health at Work Day

Finals week is April 22 through 26!
April 27: Spring Term ends.

On April 3 the Peer Mentor Program (PMP) will hold an exclusive recognition ceremony and thank you for all mentors who participated. Based on submitted nominations from mentees and relating program criteria, two mentors will also receive a $250 prize. Thank you very much to all who participated. We appreciate your time and commitment, and we hope to see you next year. To our graduating mentors, we wish you all the best in your next chapter!

If you are planning to graduate this spring, please be sure to stop by the DRS office to pick up your DAPi cord to wear on Commencement Day.

Check out this resource from Pitt Mobility for how construction projects around campus may affect mobility. It is intended to communicate traffic alerts, street closures, shuttles and regional bus planning tools.

Join Our Study!

Do you identify as someone with a developmental disability?
Your voice, your experiences, and your insights are appreciated!

Join our 5-month research study and be part of a movement that's shaping the future of developmental disability research. We are dedicated to understanding the diverse needs and challenges faced by individuals like you.

By participating in our study, you'll have the opportunity to:

• Contribute to cutting-edge research aimed at improving the lives of individuals with developmental disabilities.
• Collaborate with a navigator to share your experiences and perspectives.
• Help identify gaps in current knowledge and develop strategies for better support and inclusion.
• Get assistance asking for and getting accommodations in a healthcare setting.

Your participation isn't just about data— it's about empowering yourself and others, driving positive change, and building a brighter future.

To join us contact Project Manager Nitya Dwivedi at nid116@pitt.edu.

Learn How to Increase Meaningful Activities and Connections in Your Family!

We are looking for your help in finding mental health consumers to participate in our paid research study. Our program, Engaging Parents; Increasing Connection with Children (EPICC), focuses on helping parents with a serious mental illness participate in meaningful activities with their child.
We are looking for individuals who:

1. Are ages 18 and older
2. Are an adult parent with a diagnosis of schizophrenia-spectrum disorder, bipolar disorder, or depression
3. Indicate a desire to engage in more meaningful family activities with their child

If consumers are eligible to participate, they will be asked to complete 3 research interviews, which will take approximately 90 minutes each. In appreciation of their time, they will receive a $20 gift card for each interview completed.

Participants will also be enrolled in an online program to support them with ideas and make plans to participate in more recreation with their child. The program has 1-1 phone call or video meetings with a recreational therapist every other week, and a video support group every other week. The participant may be enrolled in the program right away, or they may have to wait 10 weeks to participate in the program.

If have any questions, please reach out to parenting@temple.edu or visit the website for this project.

Join us for Shadow in Your City, happening April 29 through May 10. Join Pitt staff in New York City, Washington D.C., and/or Philadelphia to meet employers, alumni, and see what a job in each city is like! Ask questions about internships, permanent positions, and the application process while learning how to stand out as a job or internship candidate.  See the list below of nearly 20 companies, organizations and agencies hosting Pitt for Shadow in Your City this spring!

Please note:

• This is for University of Pittsburgh students and alumni only.
• Food, lodging and transportation to these events are the student’s responsibility.
• All registrants must attend an information session prior to attending an in-person event.
• Participants should watch for separate email invitations to networking events taking place in each city.

TO REGISTER: Visit the Career Center's announcement, and click on the links for the site visit of your choice.

by Sarah Fischer, Disability Specialist

As another school year draws to a close, it is time to start thinking about the next step . . . employment. Whether it’s a summer job or the start of a new career, it’s important to know what options you have available to you regarding accommodations, and how to request an accommodation in the workplace.

Let’s take a step back and look at what guiding principles employers are held to regarding accommodations. The Americans with Disabilities Act (ADA) protects people with disabilities from discrimination in a variety of areas, including the workplace. Under the ADA, a reasonable accommodation must be provided as long as it does not cause an undue hardship on the employer or fundamentally alter the nature of the position. It is your responsibility to approach your employer about requesting reasonable accommodations. Self-advocacy is key in ensuring that you receive the accommodation needed to set you up for success in your position. (This is also good in your academic life in dealing with instructors and DRS.)

There are 3 key factors you want to keep in mind when requesting an accommodation:

• Timing. You can request accommodations at any time during the interview, hiring, or onboarding process (including requesting an accommodation for your actual interview). You can also request an accommodation at any time during your employment. You do not have to disclose your disability or accommodation request prior to being hired. However, it is important to request an accommodation before job performance suffers. Accommodations are not put in place retroactively, so any disciplinary action or feedback related to job performance that was in place prior to your request for an accommodation may remain a part of your employee file at your employer’s discretion.
  You should request an accommodation as soon as you become aware of a disability related workplace barrier preventing you from performing your job successfully. A request for an accommodation can be made in a conversation (face-to-face or over the phone) or in writing (letter or email). Some people prefer email as this method creates a paper trail that you can refer to if any issues arise down the road. However, neither approach is right or wrong and it all comes down to personal preference and comfort level. It may be helpful to prepare a script or an outline of what you would like to say prior to approaching your employer to help you feel better prepared for the discussion.
   
• Language. You do not have to use words like disability, accommodation, or ADA. Although you can still use that language, you can also use “plain English” by simply stating that you require an adjustment or change at work due to a medical condition. Seeing as only employees with a disability are covered under the ADA, your employer has the right to ask for documentation from your medical or mental health provider that verifies your disability. Different employers require different types of documentation, there is no one size fits all or standard documentation for employees to provide.
  Your employer is required to keep your medical information private. The fact that you have a disability will only be disclosed to the appropriate parties on a need-to-know basis, and even then, your specific diagnosis will not be disclosed. It may be helpful to prepare a script or an outline of what you would like to say prior to approaching your employer to help you feel better prepared for the discussion.
   
• What accommodation(s) you are requesting. Although your employer can assist with identifying an accommodation, it can help the process move more smoothly and quickly if you have an idea as to what accommodation you need in order to set you up for success in your position. The Job Accommodation Network (JAN) is a great resource for identifying possible workplace accommodations for a specific disability, limitation, or work-related function. The site also provides a variety of resources and educational materials related to workplace accommodations. It is important to know that just because an accommodation is requested does not mean that it will be approved.
  The employer may deny a request based on undue hardship or they may suggest or approve an alternative accommodation. Although the alternative accommodation may not be your first or preferred choice, if it mitigates the barrier faced, it is still in compliance with ADA regulations. It is also important to note that accommodations are not written in stone. Just because an accommodation is approved does not mean that it will still be a good fit down the road. If the employer or employee finds that the accommodation is no longer meeting the company or employee’s needs, either party may request a review of the accommodation to determine efficacy and discuss potential alternatives.

Although it can sometimes be intimidating going from school to the workforce, especially when trying to navigate the need for accommodations, it doesn’t have to be if you take the time to prepare yourself in advance for what to expect moving forward. It is important to remember that you can ask for an accommodation at any time, from the initial application process to after beginning your employment. By remembering these key factors, you will have the foundations needed to confidently enter the workforce knowing how to request accommodations.

(Updated from previously published version in April 2023)

That's all for now! We'll see you in the fall.