For many working-age people with a disability, the most important aspect of living independently is being able to work. But their right to work can be stymied by barriers that prevent working or returning to work, such as the need for personal assistance services (PAS) at work. Workplace PAS include task-related assistance, such as readers, interpreters, help with lifting or reaching, re-assignment of non-essential duties to co-workers, and other help related to performing work tasks and personal care-related assistance such as helping someone with toileting, eating, or drinking while at work.

Organizations, as well as PAS users, prevent the implementation of PAS in the workplace through:

• Lack of preparation for employees with disabilities to use PAS in the workplace

• Concern about cost to employee or employer

• Concern about liability, especially for personal care

• Negative or hostile attitudes of co-workers or supervisors

• Extensive waiting times for accommodations

• Lack of a clear definition of what constitutes PAS

• Lack of clear policies for workplace PAS

This session will report on case studies of employers with promising practices in providing workplace PAS. These cases were selected from 314 survey respondents, 75 focus group participants, and 20 in-depth phone interviews.

The promising practices overcome barriers in employer and PAS user perception, preparation and attitude, as well as organizational structure. These practices contribute to hiring, retaining, or promoting workers with disabilities; they are available in a written policy; and they are longstanding.