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Colossus Reborn: The Red Army at War, 1941-1943Hardback Modern War Studies (Hardcover)
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- Publisher: University Press of Kansas
- Format: Hardback | 816 pages
- Dimensions: 160mm x 236mm x 58mm | 1,302g
- Publication date: 31 March 2005
- Publication City/Country: Kansas
- Illustrations note: 71 photographs, 6 maps
- Sales rank: 272,909
Product description
In "Stumbling Colossus," David Glantz explored why the Red Army was unprepared for the German blitzkrieg that nearly destroyed it and left more than four million of its soldiers dead by the end of 1941. In "Colossus Reborn" he recounts the miraculous resurrection of the Red Army, which, with a dazzling display of military strategy and operational prowess, stopped the Wehrmacht in its tracks and turned the tide of war. A major achievement in the recovery and preservation of an entire nation's military experience, "Colossus Reborn" is marked by Glantz's unrivaled access to and use of Soviet archival sources. This allows him to illuminate not only Russian victories in the Battles of Moscow, Stalingrad, and Kursk, but also to rescue a host of major "forgotten battles," many of which had been suppressed to preserve reputations and national pride. As he reveals in unprecedented detail, disastrous defeats vied with resounding victories throughout the early years of the conflict, as the Red Army struggled to find itself in the "Great Patriotic War." Beyond the battles themselves, Glantz also presents an in-depth portrait of the Red Army as an evolving military institution. Assessing more clearly than ever before the army's size, strength, and force structure, he provides keen insights into its doctrine, strategy, tactics, weaponry, training, officer corps, and political leadership. In the process, he puts a human face on the Red Army's commanders and soldiers, including women and those who served in units security (NKVD), engineer, railroad, auto-transport, construction, and penal forces that have till now remained poorly understood. The world's top authority on the Soviet military, Glantz has produced a remarkable study that adds immeasurably to our understanding of the one part of World War II that's still struggling to emerge from the shadows of history."
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subset: commoncrawl


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The San Francisco Gold Rush Pageant is not only a unique contest open to competitors across the gender-/sexuality spectrum, it's also -- hand's down -- one of the year's most hotly-anticipated dragstravaganzas!
Reina's performance in this video is a "Tribute To La Chic Boom"
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(478): View more from Georgia
So my roomate was sunbathing this morning on the porch with a sock covering his penis
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So my roomate was sunbathing this morning on the porch with a sock covering his penis
i'm drinking out of my 'black like my president' mug
The mall is playing a fucking country mix of lady marmalade.
if only i could text you this smell
Tell mom and/or dad that I am going to be home late. I am really blazed. Don't tell them that part, though.
I don't know if it's lucky or if it really just makes my tits look THAT good, but I've never NOT gotten laid with this bra on
Police were closing down the bar due to gunfight and I was crying because they wouldn't let me finish putting temporary shamrock tats on my boobs
Just wrestled a cop. He won my shorts. I won my freedom. In fishnets and army boots. still headed to the party. would appreciate pants, but not necessary.
She keeps telling me I can't keep feeding the dog my food. I gave half the weed brownie to the dog and half to me. I just want it to taste the greatness of cheezits like I am.
She said we "made love." I had to explain to her that when both parties agree that the first time time they have sex both people agree to video tape the whole thing its not "making love" but more like random good time fun sex.
Just try not to burn your pubes off with sparklers this year.
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I'm just that drunk tells people I love them or wants to set them on fire. Accept that.
You cannot tell me you don't have a problem while crying pantsless on a stranger's sofa bed.


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Fahrenheit Z06: The Maximum Operating Temperatures for the Corvette Z06 Are InsaneFebruary 16, 2015 at 11:44 am by Jeff SabatiniFrom the March 2015 issue of Car and Driver
The 2015 Chevrolet Corvette Z06 posts some impressive performance numbers thanks to its 650-hp, 6.2-liter supercharged V-8. It also posts some impressive BTUs. A byproduct of that flame-breathing engine is heat, and lots of it, generated primarily by combustion, friction, and intake-air compression. These and other factors, such as the low hoodline and pinched frontal openings demanded by stylists and aero engineers, contribute to the complex thermal-management task faced by engineers working on nearly all of this car's varied subsystems. To assure that the Z06's maximum performance is attended by minimal risk of failure, GM performed heat-related stress analysis and modeling, as well as conventional hot-weather testing in Arizona. Here's a look at the maximum operating temperatures of Z06 components: READ MORE ››
2016 Honda Pilot Photos and Info: More Minivan-Like than EverFebruary 12, 2015 at 10:45 am by Jeff Sabatini
Laying eyes on the 2016 Honda Pilot for the first time, it's hard not to see the minivan that lurks within. While Honda's three-row family SUV has always had a familial relationship with the Odyssey, the old Pilot's boxy disguise kept the secret. The new model's softer lines and additional length make it much more minivan-esque. Add a pair of sliding rear doors and a HondaVac and this could be the next-generation Odyssey. READ MORE ››
2016 Acura ILX First Drive: Fewer Jeers, But Can the ILX Find More Rears?February 10, 2015 at 12:01 am by Jeff Sabatini
Upon first hearing Acura officials refer to the 2016 ILX as "The Gateway," we imagine something ominous, like hooking kids on smack or opening a portal to a demonic underworld. Recalling our first go-round with this slight sedan in our long-term fleet, however, either option seems too weighty. And sure enough, the nice (or is that nicest?) people from Honda's luxury brand explain that this model is meant to be the Acura that sets up the young and aspirational as "customers for life." Which actually is pretty ominous. READ MORE ››
Jaguar F-type V-8 Roadster Long-Term Update: Nearing 30K, This Cat's Roar Is Wearing on UsDecember 29, 2014 at 5:13 pm by Jeff Sabatini
WHAT WE LIKE: Power. Compared with some of the more monstrous supercharged V-8s that we regularly enjoy—Dodge Challenger SRT Hellcats and Chevrolet Camaro ZL1s and their ilk—the F-type's 495-hp 5.0-liter V-8 acquits itself well. Throttle response is sharp, the supercharger never draws attention to itself, and the automatic transmission shifts quickly. Having now had plenty of seat time in the V-6 S F-type, one editor has charged the V-8 with being overkill, but the rest of us just take that as a compliment. READ MORE ››
2015 Dodge Challenger SRT Hellcat Manual Tested: Stick with the Stick?December 11, 2014 at 11:39 am by Jeff Sabatini
So you say you're in the market for a 2015 Dodge Challenger SRT Hellcat? Let us help steer you in the right direction. Because you have a big decision to make, one that could drive you right over the brink if you screw it up. Literally. Your midlife crisis is clearly already serious, so let's treat the question with appropriate seriousness: Automatic or manual? READ MORE ››
2015 Nissan Murano First Drive: Bold Style with SubstanceDecember 8, 2014 at 5:47 pm by Jeff Sabatini
When Nissan showed its bold Resonance concept at the 2013 Detroit auto show, there was no question that the car forecast the third-generation Murano. That vehicle is now here, appearing in production metal and plastic with most of the show car's intent intact. Nissan execs are proud of their new "flagship crossover," as they call the 2015 Murano, throwing around further clichés like "concept car for the street" and talking about how much the interior resembles a "lounge on wheels." Which is by an appropriate measure less temerarious than the concept's press release, which proclaimed that designers had drawn inspiration from "the futuristic allure of hypersonic travel." READ MORE ››
A Well-Disguised Hatchback: 2015 BMW 428i Gran Coupe TestedDecember 8, 2014 at 4:30 pm by Jeff Sabatini
What's this? Yet another derivative of the F30 BMW 3-series? Indeed, that benign sedan has now sired a wagon; a long-wheelbase Gran Turismo five-door; and the 4-series trio of coupe, convertible, and this Gran Coupe—which, despite its name, is not a coupe. Its door count doesn't make it a sedan, either, because this five-seater is actually a cleverly disguised hatchback. READ MORE ››
2015 Porsche Macan Turbo Tested: 400 hp for the Starbucks Drive-ThruDecember 3, 2014 at 11:48 am by Jeff Sabatini
The world will forever remember the tragedy of September 25, 2002. Porsche unveiled the Cayenne on that day, shocking the Paris auto-show crowd with a five-door SUV so horrid to behold that, after gazing upon it, no fewer than 17 members of the media were turned to stone. Nine others were then crushed when the vehicle, which outweighed a family of elephants, hurtled wildly off the stage. The company's reaction has verily defined corporate callousness ever since: Porsche announced that it was immediately ceasing production of its 911 and destroying all spare parts for the venerable sports car. READ MORE ››


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Price rise due to corruption: Advani
Dibrugarh (Assam): BJP leader L K Advani
on Thursday said "large-scale corruption" in the UPA government at
the Centre has led to unprecedented price rise which has hit
the common man hard.
"Remember price rise is not due to economic
mismanagement but corruption," Advani said addressing an
election rally here.
Asserting that he has never seen a government "as
corrupt as the present one at the Centre", Advani who is on
campaign trail in the state, said, "If Prime Minister Dr
Manmohan Singh is not corrupt then why he is leading a corrupt
Giving the examples of Gujarat and Bihar, the BJP
leader said development in these states could happen because
of a corruption-free government.
"Voting power is not only to show respect to democracy
but to punish a corrupt government", Advani told the rally.
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- 'Baahubali' becomes first non-Hindi film to cross Rs 500 crore


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Since our founding in 1955, Federated Investors, Inc. has grown to become one of the nation's largest investment managers, with assets under management of approximately $352 billion. We have 133 domestic and international equity, fixed income and money market funds, as well as a variety of separately managed account options. We deliver a diversified product line to financial intermediaries to help...
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Derse, a complete face-to-face marketing agency with a smarter approach to building client sales and managing their trade show, marketing environments and event programs, is searching for a Regional Programs Coordinator for its division located in Warrendale, PA. Position Responsibilities: · Prepare service forms & place all regional programs orders for portable exhibit clients. · Prepare and proc...
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The sales industry can be very competitive depending on whether the salespeople are working on commission or salary. Sales representatives are a staple in every industry, as businesses need people to push their products into the hands of consumers, reinforcing the positive sides of products and downplaying their negative aspects. Some sales agents who work in large corporations or with complex products may need a college degree to qualify and meet the employer's needs. Some sales positions may be on the decline due to the advancement of product ordering online and other automated options for ordering and product fulfillment.
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Learn how to write a resume, find resume samples, after that read and learn from Monster's examples of cover letters, and then write and upload your resume.


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List all words ending with pogromist
Only the word pogromist was found, nothing longer.
Some random words: rekey do jnana to wakiki cruets splake
This is not a dictionary, it's a word game wordfinder.
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Gifts for Her
5 Gorgeous Alternatives to Diamond Engagement Rings
I like diamonds as much as the next girl. They're timeless, elegant and deeply romantic, and I don't know a woman who'd turn one down. But they're not always a realistic option… Read More
Father's Day
Dads and Grads: 10 Unique Graduation and Father's Day Gifts
June is here, which means warmer weather, longer days and plenty of sunshine to chase away those winter blues for good. It also means that it's time to celebrate those two shining… Read More


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Browse for words starting with tied
No longer words starting with tied found in this word list.
Back to tie
Some random words: eclair kea egyptian wha coif sybarite ruana
This is not a dictionary, it's a word game wordfinder.
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Below: A low view of Lumière's Taxi Toon Hula when it's hidden in children
The Lumière's Taxi Toon Hula entrance is like a trip across the real Toontown. The attraction taxis are supposed to look like Beanie the Cab, and as you drive you can hula them by spinning the dashboard.
Ruin everything with Pirate Mode
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A Pants Aflame production


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Shopping,brands..you name it!!
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Gwen Stefani & Gavin Rossdale Through The Years
'DC's Legends Of Tomorrow': The Cast
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Will & Jada NOT Splitting
Cindy Williams Reflects On 'Laverne & Shirley'; Getting Pranked By Jim Morrison
Lady Antebellum Celebrate 'Country's Night To Rock'
Movie Mantz Catches Up With The New 'Fantastic Four' Cast
Meryl Streep's Rock Star Collaboration With Rick Springfield
Star Style Roundup (August 1, 2015)
MyHabit Style Finds
Superstar DJ Calvin Harris!
Happy Birthday, Sandra Bullock!
Chelsea Handler Explains Her Topless Instagram Craze
Jamie Foxx Looks Back On His Momentous Collaboration With Kanye West
Terrence Howard On Why Television Should Permit Use Of The 'N-Word'
Vivica A. Fox Shares 'Independence Day: Resurgence' Details
October 18, 2012 01:41 PM EDT
Your Daily Dispatch of Celebrity Shenanigans
Dream On KLutz: Hollywood is full of big dreams, the latest coming "The Twilight Saga's" Kellan Lutz. The actor spoke to DuJour magazine about his plans of one day taking home an Academy Award. "I want to act for the rest of my life," he told the mag's November issue. "I'll win an Oscar one day, but I'm in no rush to get there. I don't care if that takes me 50 years, and I'm old. I just love what I do." Roll Call is not one to squash dreams, but we would like to point out that Kellan's current awards resume includes two Teen Choice Awards. That's it.
Talk About Dreams Coming True: In a match we could have never imagined possible (but are so glad that a team of publicists and reality TV producers made happen), "Here Comes Honey Boo Boo's" Alana Thompson was spotted hanging with reality TV's favorite clutch dog with alopecia, Giggy, who belongs to "The Real Housewives of Beverly Hills" star Lisa Vanderump. The duo was spotted at Lisa's posh Beverly Hills restaurant Villa Blanca on Wednesday, HERE! We're glad to see that Honey Boo Boo is eating things not bought at an auction of discontinued products and about-to-spoil food items (Yes, that happened during an episode of her TLC series).
Miley Loses Her Pants!: Miley Cyrus and sister Noah are already getting in the Halloween holiday spirit, so much so that, the young bride-to-be had her pants scared right off!
Zac Hits The Quarter-Century Mark!: Happy birthday to Roll Call favorite Zac Efron, who we first met in "High School Musical" and is now being peed on by Nicole Kidman and dancing around in his tighty whities in "The Paperboy." Enjoy a look back at the birthday boy over the years, HERE!
-- Jesse Spero
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text:
Abstract available in
Claims available in
Description (OCR text may contain errors)
Jan. 3, 1967 D. WINROW SIGN ELEMENT Filed Oct. 28, 1964 FIG.I
Bwj mmaj/ United States Patent f 3,295,238 SIGN ELEMENT Donald Winrow, Downsview, Ontario, Canada, assignor to Ferranti-Packard Electric Limited, Toronto, Ontario, Canada Filed Oct. 28, 1964, Ser. No. 407,071 Claims priority, application Canada, Nov. 1, 1963,
3 Claims. 20]. 40-28) This invention relates to an improvement in the design of signs of the type described in Canadian Patent No. 641,350, dated May 15, 1962, wherein a number of magnetically controlled rotatably mounted indicia-forming elements areprovided in an array and each element is provided with two surfaces arranged to contrast with each other. The magnetic control is achieved by providing the indicia-forming element with a permanent magnet and mounting near each indicia-forming element, mag netic pole pieces in a location where end will attract or repel the poles of the permanent magnet. By controllably reversing the polarity of the pole pieces the indicia-forming element may be reversed in orientation to change the colour or appearance of the surface displayed by it, and the combination of a number of such elements in an arnay, independently controllable, is used to produce indicia which convey information.
However, it will be noted that each time such poles are reversed, the indicia element will tend to rotate in one sense or the other to its new position of rest. Thus, a series of rotations may take place, which may, in common designs of the apparatus, be all in the same sense; and if the indicia element is mounted on a filament lWl'lOS6 ends are stationary, the build-up of torsion in the filament may at some point oppose and resist a rotation of the elements under magnetic force and prevent the proper rotation thereof and therefore cause faulty portrayal of information by-the sign. v
To prevent this, the indicia-forming element and mounting are provided with stop means limiting the range of rotation of the indicia-forming element to less than 180 in each direction, with the stop means located so that the indicia element surfaces are displayed substantially to their best advantage, one in each limit position. Because of the limit on rotation, each rotation of the indiciaforming element must be the reverse of the preceding one and therefore no cumulative torsion can be built up in the supporting filament, whereby a continued sequence of operations may be assured.
Care must be taken in the location of the stop means so that the indicia-forming element cannot reach a position where the force applied by the magnetic pole pieces, and intended to reverse the position of the indicia-forming element, will tend to drive the indicia-forming element in the wrong sense against a stop. This is avoided by locating the stop means so that, with either polarity, throughout the allowed range of movement, the resultant force exerted by said pole pieces on said element magnet poles is in one direction. Preferably this is achieved by locating the stop means so that, at either end of said range, a magnet element pole is at the closest location it can assume to one pole piece and at the farthest location it can assume from the other pole piece. Again, in a preferred form this is achieved by locating the pole pieces so that the plane including them, and parallel to the axis of rotation of the indicia-forming element, has one magnet pole located on one side thereof and the other magnet pole located on the other side thereof throughout the range of movements of the magnet element.
"Preferable the members forming the pole pieces for controlling the indicia-forming elements act as the stops for Patented Jan. 3, 1967 limiting rotation of such elements and are located to intercept during rotation a portion of the indicia-forming element.
In drawings which illustrate a preferred embodiment of the invention:
FIGURE 1 shows a sign-forming element made up of 35 indicia-"forming elements in accordance with the invention, and
FIGURES 2 and 3 show an indicia-forming element and the mounting therefor with the indicia-forming element assuming opposed positions in the two views.
In relation to FIGURE 1, for a full description of the operation of such an indicia-forming sign, reference should be made to Canadian Patent No. 641,350, dated May 15, 1962.
In FIGURE 2 is shown a mounting frame 10 for the indicia-forming element 12, having a cylindrical bore therethrough, at the front end of which is the indiciaforming element 12 mounted to rotate partially in the bore by a filament 14, which extends diametrically across the bore and is attached to the element 12 and is non-rotatably attached at each end to the frame 10. A permanent magnet 15 in flat strip form, providing poles at opposed ends, is mounted so that the poles of magnet 15 preferably define an axis extending transverse to the direction of the filament 12.
Magnetic pole pieces 17 are formed by the ends of a U-shaped permanently magnetizable magnetic member, mounted by means not shown to have the free ends of the U projecting along diametrically opposed side locations in the cylindrical bore into proximity with the indicia-forming element 12, and the pole pieces preferably define a line approximately transverse to the filament 12 with the bight of the U projecting rearwardly of the frame.
An electric winding 16 on the bight of the U is provided with two terminals 18, which terminals are adapted to be provided with reversible electric current to polarize the pole pieces 17 in either sense as desired, to repel and attract the poles of the magnet 15 on the indicia-forming element to cause its rotation.
-In accordance with the invention, it will be appreciated that the indicia-forming elements 12 need not be circular, but may assume any form (for balance, preferably symmetrical about filament 14) and that the frame 10 may be of different structural form also.
In accordance with the invention, the preferred means of limiting the rotation of the indicia-forming elements 12 to slightly less than is to utilize the pole pieces 17 as stops for the elements 12.
Thus, in the preferred embodiment, the circular indiciaforrning element is made of a diameter to strike the pole pieces 17, but a portion is cut-out at 20 on one side of the element to allow passage of the pole piece to which the cut out portion is adjacent.
It will be noted that the pole pieces 17 are both located outwardly of the axis joining the poles of magnet 15. The result is that the pole of magnet 15 adjacent the cut-out 20 is, in either of the limiting positions shown in FIGURES 2 or 3, displaced inwardly with respect to the adjacent pole piece 17. Thus the energization of the pole pieces 17, to repel the adjacent poles of magnet 15, exerts magnetic force in the same direction on both indicia-element magnet poles and causes rotation of the indicia-forming element 12 in the direction which moves cut-out portion 20 inwardly, since by rotating in this sense both poles of magnet 15 are moving away from the pole pieces 17 which repel them and toward the pole pieces 17 which attract them. Thus, in either limit position of the indicia-forming element 12, the axis of the poles of magnet 15 is displaced angularly from the axis of the pole pieces 17 in the direction of rotation permitted by the pole pieces 17 acting as stops. Thus, on the energization of pole pieces 17 to repel adjacent poles of magnet 15, rotation of the indiciaforming element will always tend to and will take place away from the stops, while succeeding rotations Will always be the reverse of those just preceding, whereby continued operations do not accumulate torsion in filament 14.
It will be seen that proper operation is assured by eating the pole pieces 17 (which act as the stop means) so that, with either polarity of stop means 17 throughout the range of movement of element 12, the resultant force exerted by pole pieces 17 on the poles of magnet is in one direction. This is achieved, in the preferred embodiment, by arranging the contact of pole pieces 17 with the contacting side of element 12 so that, at either end of said range, a pole of magnet 15 is at the closest location it can assume to one pole piece and at the farthest location it can assume from the other pole piece. Again, in the preferred embodiment, this is achieved by looating the pole pieces 17 so that the plane including them and parallel to the axis of rotation of the indicia-forming element 12 has one pole of magnet 15 located on one side of such plane and the other pole of magnet 15 located on the other side of said plane within the range of movement of the magnet element.
FIGURE 2 shows the indicia-forrning element 12 in one limit position, and FIGURE 3 shows the indicia-forming element in the opposite limit position. In operation, with the indicia-forming element 12 in the position indicated in FIGURE 2, if the winding 16 is energized to create in pole pieces 17 a repulsive force to the respectively nearer poles of magnet 15, the indicia-forming element 12 is consequently rotated counter-clockwise (looking from left to right along the filament axis). The indiciaforming element 12 is, as a result, rotated to the position indicated in FIGURE 3 and stopped there as a result of the contact between the outer end of upper pole piece 17 and the ind-icia-forming element 12.
As a result of further energization of the winding 16, with a polarity opposed to that of the first energization, the polarity of the pole pieces 17 is reversed and the india- -forming element is rotated clockwise (looking from left to right along the filament axis) to the position in FIG- URE 2, where the rotation is stopped by the contact be tween the indicia-forming element 12 and the lower pole piece 17.
It will be noted that each rotation is just less than 180 and is the reverse of the previous one, so that no torsion is built up in the filament. It will :be noted that such reversal is assured by providing that in each limit position the indicia-forming element 12 is stopped so that the poles of magnet 15 and the axis between them are asymmetrical with respect to the axis and location of the pole pieces 17,
. tary frame for a large number of elements, as shown in FIGURE 1.
What I claim as my invention is:
1. In an indicating unit for a sign assembly, wherein an indicia-forming element having an axis of rotation and two surfaces of contrasting appearance is rotatably supported on a frame therefor, and a magnet adapted to respond to an applied magnetic field is mounted on said element with a pole on opposed sides of said axis; the provision of stop means arranged and constructed to limit the range of rotation of said element to less than said surfaces being so arranged on said element that one surface is displayed at one end of said range of rotation and the other surface is displayed at the other end of said range of rotation; a pair of pole pieces connectible to an electric current to assume opposed and reversible polarities, and located to provide, with either polarity, that, throughout said range of rotation, the resultant force exerted by said pole pieces on said element magnet poles is in one direction; said element and said pole pieces being so designed and located that one portion of said element contacts one pole piece on rotation in one direction and the other pole piece on rotation in the other direction whereby said stop means are thereby constituted.
2. In an indicating unit as claimed in claim 1, wherein said pole pieces are so located that, at either end of said range, an element magnet pole is at the closest location it can assume to one pole piece and at the farthest location it can assume from the other pole piece.
3. In an indicating device as claimed in claim 2, wherein said element is mounted on a filament and rotatable with an intermediate part thereof and wherein the ends of said filament are non-rotatably attached to said frame.
References Cited by the Examiner UNITED STATES PATENTS 1,191,023 7/1916 Naylor 40-28 X 3,025,512 3/1962 Bloechl 40-28 X 3,036,300 5/1962 Knight 40--28 X 3,140,553 7/1964 Taylor 40-28 EUGENE R. CAPOZIO, Primary Examiner.
W. J. CONTRERAS, Assistant Examiner.
Patent Citations
Referenced by
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Community Mental Health Journal, Vol. 38, No. 1, February 2002 ( 2002) An Investigation of Reasonable Workplace Accommodations for People with Psychiatric Disabilities: Quantitative Findings from a Multi-Site Study Kim L. MacDonald-Wilson, M.S., Sc.D. (cand.) E. Sally Rogers, Sc.D. Joseph M. Massaro, Ph.D. Asya Lyass, M.S. Tim Crean, B.A. ABSTRACT: Despite the requirement of many employers to provide accommodations in the workplace for individuals with disabilities under Section 504 of the Rehabilitation Act of 1973, the preponderance of accommodations that have been described in the literature concern physical rather than psychiatric disabilities. This study was an ex- ploratory, descriptive, longitudinal, multi-site investigation of reasonable workplace accommodations for individuals with psychiatric disabilities involved in supported em- ployment programs. We discuss the functional limitations and reasonable accommoda- tions provided to 191 participants and the characteristics of 204 employers and 22 service provider organizations participating in the study. Implications for service providers and administrators in supported employment programs are discussed. KEY WORDS: reasonable accommodations; psychiatric disability; vocational rehabilitation; em- ployment; supported employment. This study was supported by a grant from the National Institute on Disability and Rehabilitation Research, CFDA 84.133(G). The authors are affiliated with Center for Psychiatric Rehabilitation, Sargent College of Health and Rehabilitation Sciences, Boston University. Address correspondence to Kim L. MacDonald-Wilson, Center for Psychiatric Rehabilitation, 940 Commonwealth Avenue West, Boston, MA 02215; e-mail: firstname.lastname@example.com. 35 2002 Human Sciences Press, Inc. 36 Community Mental Health Journal INTRODUCTION Despite the requirement of many employers to provide accommodations in the workplace for individuals with disabilities under Section 504 of the Rehabilitation Act of 1973, the preponderance of accommodations that have been described in the literature concern physical rather than psychiatric disabilities. Prior to the implementation of the ADA, a search of the Job Accommodation Network (JAN) data banks indicated that only 1% of over 8,000 accommodations documented concerned psychiat- ric disabilities (Mancuso, 1990). Since the implementation of the ADA, approximately 4.3% of accommodations in the JAN database involve people with psychiatric disabilities (JAN, 2000). This demonstrates sig- nificant growth in the demand for information about accommodations for people with psychiatric disabilities. Until recently, there were few descriptions of accommodations and little empirical data to document the types of accommodations used by people who experience disabling mental illnesses. At the core of the difficulties in studying reasonable accommodations for people with psychiatric disabilities is the lack of a standardized or consistent taxonomy for classification. It is also difficult to meta-analyze existing studies because of the use of different definitions and categories. Nonetheless, certain accommodations for persons with psychiatric dis- abilities do appear in several studies including: • the need for flexible scheduling (EEOC, 1997; Ellison & Russinova, 1997; Granger, Baron, & Robinson, 1996; Kirchner & Makowski, 1994; Fabian, Waterworth, & Ripke, 1993; Gallup, 1992; Mancuso, 1993, 1990; Zuckerman, 1993), • job modification or restructuring (Kirchner & Makowski, 1994; Fa- bian et al., 1993; Zuckerman, 1993; Mancuso, 1990), • facilitating communication on the job (Zuckerman, 1993; Mancuso, 1990), • modifying employee training (Zuckerman, 1993; Parrish, 1991; Berkeley Planning Associates, 1982), • providing training to staff or supervisors (Kirchner & Makowski, 1994; Berkeley Planning Associates, 1982), • modifying supervision (EEOC, 1997; Granger, Baron, & Robinson, 1996; Kirchner & Makowski, 1994), • making policy changes (EEOC, 1997; Parish, 1991b), • modifying the physical environment or providing special equipment Kim L. MacDonald-Wilson, M.S., Sc.D. (cand.), et al. 37 (EEOC, 1997; Kirchner & Makowski, 1994; Gallup, 1992; Mancuso, 1990), • changing work procedures (Granger et al., 1996; Kirchner & Ma- kowski, 1994; Berkeley Planning Associates, 1982). In one of the few empirical studies of workplace accommodations, Fabian, Waterworth, and Ripke (1993) gathered data retrospectively from client records maintained by service providers on 231 job modifica- tions for 47 jobs among 30 supported employees. In this review they found the following reasonable accommodations: modifying job tasks; modifying hours or schedules; providing orientation and training to coworkers and supervisors; modifying work rules and procedures; modi- fying job performance expectations; modifying the non-physical work environment by providing physical assistance at the job site; and modify- ing workplace social norms. The accommodation most frequently used was providing orientation and training to supervisors and coworkers. Mancuso (1993) conducted intensive case studies with 10 workers with psychiatric disabilities and their supervisors. The most frequently used accommodation by the employee was flexible scheduling, while the em- ployer cited changes in work assignments and supervisory interven- tions. COSTS OF ACCOMMODATIONS Many employers and lobbyists raised objections to the passage of the ADA by expressing concern about its costs, in particular in providing workplace accommodations. The Job Accommodation Network (1994) reported that for all accommodations in their database, 68% cost less than $500, and since October 1992, for every dollar spent to make an accommodation, the company received $27.48 in benefits. The Berkley Planning Associates (1982) study reported that 81% of accommodations cost under $500 in out-of-pocket expenses. Blanck (1996), in a study conducted with Sears, Roebuck and Company, found that 99% of accom- modations (n = 71) for all employees with disabilities cost under $500, 72% of those incurred no cost, and the average cost of accommodations for employees with behavioral disabilities (mental illness, stress, anxiety disorders) was $0. The few studies that have reported cost data on accommodations for people with psychiatric disabilities suggest that 90% of accommodations cost less than $100 (Granger et al., 1996) or nothing in direct costs (Fabian et al., 1993). Both of these studies do 38 Community Mental Health Journal suggest, however, that there are indirect or hidden costs of providing accommodations to people with psychiatric disabilities. RELATIONSHIP OF ACCOMMODATIONS TO OTHER VARIABLES AND JOB TENURE While some data are available on the types, frequency and costs of reasonable accommodations for people with psychiatric disabilities, very little is known about which employee characteristics, program variables and employer characteristics are associated with specific reasonable accommodations. In addition, very little is known about the impact of accommodations on factors such as job tenure. While several of the previously cited studies describe in general a category of disability (i.e., behavioral disability or mental disability), none details the characteristics of applicants or employees with psychi- atric disabilities who receive reasonable accommodations. Berkeley Planning Associates (1982) did find that the more the prospective em- ployee was positive and determined, the more likely the person was to get support for accommodations. In addition, higher skilled employees tended to get the most expensive accommodations, while lower skilled employees tended to receive procedural accommodations. Job type has been cited by Hendricks, Dowler and Judy (1994) as an important factor. Seventy percent of the 2,093 cases in which accommodations were pro- vided to people with a variety of disabilities were in managerial or technical jobs where employers were concerned with maintaining em- ployment of those considered difficult to replace. In the retrospective study of 30 supported employees with psychiatric disabilities cited earlier, Fabian and her colleagues found that the greater the number of accommodations received, the longer the person was employed (Fabian, Waterworth & Ripke, 1993). When there was no disclosure of disability and therefore no accommodations requested or received, job tenure was only 3.6 months. Those employed 12 months had less than 5 accommodations, and those employed 24 months had more than 5 accommodations. Recognizing the limited empirical data regarding reasonable accom- modations for people with psychiatric disabilities and the lack of a consistent taxonomy for those accommodations, the Center for Psychiat- ric Rehabilitation conducted a study of the accommodations that are utilized in the workplace. Our primary goal was to develop empirical Kim L. MacDonald-Wilson, M.S., Sc.D. (cand.), et al. 39 knowledge about accommodation practices through prospective data collection. METHODOLOGY This study was an exploratory, descriptive, longitudinal, multi-site investigation of reasonable workplace accommodations for individuals with psychiatric disabilities in- volved in supported employment programs. At the time of the study, the four participat- ing agencies had a potential pool of up to 500 clients. The inclusion criteria for entering the study included: (1) having a diagnosis of serious mental illness; (2) being involved in supported employment services; (3) having obtained a job during the study period; and (4) having at least one reasonable accommodation provided by the employer. During the study period, 191 clients became eligible for and were enrolled in the study. This study used two methods to gather and analyze data. First, data were gathered to describe the range of accommodations, functional limitations, environmental de- mands, and specific accommodations for each participant. In addition, the study de- scribed the characteristics of the employees, employers, and service provider agencies involved in developing reasonable accommodations. Finally, content analyses were used to analyze the categories of functional limitations and reasonable accommodations. Instruments A number of instruments were developed for the purposes of this study and completed by the service provider, unless otherwise indicated. They were pilot tested and refined based on expert review. • The Client Demographic Questionnaire was completed when employees entered the study. Data included information about the age, gender, marital status, educational status, living status, diagnosis, hospitalization history, health problems and em- ployment status of each participant. • The Reasonable Accommodation Form was completed each time a reasonable ac- commodation was made and captured functional limitations, type of accommoda- tion, cost, when the accommodation was identified, and who was involved in the development and implementation of the accommodation. • The Employer Information Form was completed at the start of each new job. It included information about each employer, such as company size, size of worksite and type of company. • The Client Demographic Quarterly Update was completed every three months after the client entered the study and included a subset of the information contained in the Demographic Questionnaire. • The Site Description Form was completed by the program director at the start of data collection to describe the supported employment program. It included information about educational levels of staff, amount of supervision provided, program activities, and the amount of time spent by staff in these activities. Procedures Twenty-two sites nested within four agencies provided data on 191 employees with psychiatric disabilities who obtained jobs with one or more accommodations between October 1994 and December 1995. Clients on whom data were collected received the 40 Community Mental Health Journal services normally provided by each site: no intervention or service was changed for the purposes of this study. Data were collected at baseline, which was defined as the point at which the employee with a psychiatric disability obtained a job with one or more reasonable accommodations. Ongoing status assessments were completed for each study participant by service providers every three months for the next twelve months, or until the end of the study, whichever came first. RESULTS Service Provider Characteristics Data were collected on twenty-two participating supported employment (SE) agencies. Results suggested that agencies had an average of 2.1 full time SE staff with a range of approximately 1–4. These staff had an average of 6 years experience working with people with psychiatric disability, 2.7 years working as a supported employment provider, and 2.8 years working in their present SE program. These programs were located in a range of geographic settings, including small city (50%), rural area (46%), small town (36%), and large town (32%). Large cities (9%) and inner city areas (18%) were served by fewer of the SE programs. (Note that these percentages add to more than 100 because they were not mutually exclusive.) The average staff-to-client ratio was reported as 1:18, with ratios ranging from 1:7 to 1:44. Seventy-three percent of SE staff were generalists (performing all SE functions), while 14% were specialists (different roles and functions were defined for individual providers). Client Characteristics Demographic Characteristics. More than two-thirds of the sample (69%) was male, with ages ranging from 18 to 65 years, and an average age of 35 years (SD = 9). The participants were predominantly white (81%) and single (78%). In terms of education, 24% of the sample was reported as having less than a high school education, 36% had a high school diploma, 29% had at least some college or other post-high school education, 7% held a Bachelor's degree, and 2% had more than a Bache- lor's degree. (Two percent of educational status data were unknown.) In terms of benefits received, about half were receiving SSI and half were receiving SSDI (some had both). Nine percent had other sources of income. Kim L. MacDonald-Wilson, M.S., Sc.D. (cand.), et al. 41 Clinical Characteristics. Thirty-nine percent of the group had a pri- mary chart diagnosis of schizophrenia or other psychotic disorder, 23% had an affective disorder (including bipolar and depressive disorders), 19% schizoaffective disorder, 16% other (anxiety disorders, personality disorders or miscellaneous), and 3% of diagnoses were missing. At base- line, 23% of the sample was reported to have a substance abuse problem. We collected information on co-occurring medical conditions and found that, at baseline, more than half (57%) of the group was reported to have a co-occurring condition, some having more than one. The most frequently reported conditions were physical problems, learning disabil- ity, and mental retardation. Most participants in the study (87%) were taking psychotropic medications. Data were also collected on hospitalization history. The mean number of months since the most recent discharge from a psychiatric facility was 36 (Mdn = 24, range 0 to 216). The median number of weeks of the most recent hospitalization was 3 (mean = 16 weeks) and participants had an average of 5 hospitalizations with a mean of 12 and a median number of 3 months spent in an inpatient facility in their lifetime. Seventeen percent of the sample was reported to have some involvement with the criminal justice system. Thirty-nine percent lived in supported or supervised housing, while 61% were in private housing (including living with family members). Employment Status at Study Entry. Employees had worked an aver- age of 14 months (Mdn = 6) in the five years prior to the study. Eighty- seven percent of participants were unemployed when they first came to the agency for assistance. Baseline data revealed that employees in the study were working an average of 18 hours (SD = 10.13) per week with a range of 2–40 hours per week. Among those that were employed, average reported earnings were $109 (SD = $70.04) and a range of $4 to $320 a week. Participants spent an average of 6.7 months (Mdn = 2) in Supported Employment (SE) services before obtaining the job with accommodations which made them eligible for the study. Employment Status Update Quarterly updates were completed every three months for up to 12 months by the supported employment staff working with the employee. Twelve months of data are available for 81% of the sample. The remain- ing sample includes data that were collected for 6–9 months, because those participants entered the study at a later date. 42 Community Mental Health Journal Three months post-baseline, 63% of the sample was still employed in the original job. After 6 months, this number dropped to 43%, then to 33% at 9 months. At one year, 26% of the employees were still employed in their original job. However, many of these participants obtained other employment after leaving their original job. When we look at the overall employment status regardless of whether it was in the original job, 75% of the sample was employed at 3 months, and these rates declined over the observation period to 47% at 12 months (see Figure 1). In comparing these employees with psychiatric disabilities who also had a substance abuse disorder (27% at some time during the study) to those who did not, we found no significant differences between groups FIGURE 1 Percent of Study Participants Employed at Each Observation Point in Any Job Compared to Percentage of Study Participants Employed in Original Job Kim L. MacDonald-Wilson, M.S., Sc.D. (cand.), et al. 43 on employment tenure or job tenure. Twenty-five percent of those with a substance abuse disorder held their original job at the 12 month assessment, while 25% of those without substance abuse kept their original job (Fisher's exact test, p = .51). In addition, 48% of the partici- pants without substance abuse were employed in any job at 12 months, while 44% of those with substance abuse were employed, a non-signifi- cant difference (Fisher's exact test, p = .40). We also found that the majority of employees stayed active in the supported employment program during the life of the study. At 3 months, 91% were still actively receiving services, 84% at 6 months, 75% at 9 months and 65% continued to receive services after one year. Hospital- ization data indicate that 10% of the sample had at least one psychiatric hospitalization over the 12 month follow-up period. Employer Characteristics Several employees obtained more than one job with an accommodation during the study; therefore the employer sample is 204, slightly larger than the number of employees (n = 191). Companies who employed the study participants were categorized using a Department of Labor classi- fication scheme. Jobs were held primarily in services (58%) and retail industries (33%—including food, furniture, restaurants, clothing, mer- chandise). The remainder (7%) were in wholesale trade (2%); manufac- turing (2%); transportation (2%); insurance, finance, or real estate (1%); public administration (1.5%); or agriculture (0.5%). Information was also collected about the size of the worksite, as well as the size of the company where the person was employed to determine if company size or size of the worksite was related to the number and/or types of accom- modations. The vast majority of work sites (93%) had less than 100 employees, (nearly half reported 15 or less and only 2.5% had over 250 employees). Company size was a bit more varied in which about one- third had 500 or more employees and one-third ranged between 25 and 249 employees. Eighty-seven percent of these companies were reported to be aware of the ADA and 76% had hired persons with disability prior to this study. Personnel and policies to address the needs of people with disabili- ties were reported to be in place at 73% of the companies, and 24% had an Employee Assistance Program. Supported Employment staff were asked to rate the supportiveness of the work culture of each employer ` vis-a-vis hiring persons with psychiatric disability: 61% of the employers 44 Community Mental Health Journal were rated as very supportive, 39% were rated somewhat supportive, and only 1 employer was rated as not at all supportive. Reasonable Accommodations Information The 191 subjects in the study received a total of 322 accommodations during the data collection period. Ninety-one percent of the employees held one job during the study, 7% held 2 jobs, and 2% held 3 jobs. The majority of people (55%) had one accommodation on their first job, while 36% received two accommodations, 9% had 3 or more accommodations. Service providers were asked to classify accommodations in terms of what the employer needed to modify to provide the accommodation. The majority of accommodations involved changes in Personnel (62%), defined as changes involving people who assist the employee with a disability, changes in the relationship to the employee, changes in the way other people interact/intervene with the employee, or specific train- ing activities that help people do things differently in relation to the employee with the disability. Many changes were also reported to occur in Company Procedures (52%), defined as the procedures that are carried out or implemented for an individual, i.e., exceptions made, extraordi- nary circumstances accommodated, activities, operations, or changes in how the job customarily gets done. We also categorized the data in terms of when the accommodation was identified and implemented. Most of the time, accommodations were identified during the hiring process (63%) or once the employee was on the job (47%). Only 3% were reported to occur while accessing the benefits and privileges of employment (i.e., access to health insur- ance, social activities). Some of the accommodations were categorized as being identified in more than one phase. Of those identified while the employee was on the job, 53% were identified during the first 2 months of employment. In terms of what was accommodated, accommo- dations were made to the hiring process 23% of the time (e.g., allowing the job coach to attend the interview, providing assistance with the application or testing process) and to the working on-the-job activities (e.g., additional training, extra supervision) 77% of the time. Costs of Reasonable Accommodations In an effort to learn about the employer costs and burden, service provid- ers were asked about the direct and indirect cost of the accommodations. Kim L. MacDonald-Wilson, M.S., Sc.D. (cand.), et al. 45 Only one of the 322 accommodations reported involved a direct expendi- ture of money amounting to $25 for a job performance test. Over one third of the accommodations involved a reallocation of coworker or supervisor time, hours or job duties and other indirect expenditures. Twelve percent of the accommodations required extra hours to be expended by cowork- ers; of those 12%, a range of 1–48 hours a month and an average of 9 hours of extra time was expended per month. Extra supervisory hours were also reported to be involved in 28% of the accommodations with a range of 1–36 hours per month, an average of 5 hours per month of additional supervision time. It is important to note that many of these accommodations involved additional training in the early periods of the job and the supports were often reduced or eliminated as time passed. In addition, reduced productivity from the employee was reported for 15% of the provided accommodations. Type of Functional Deficits Supported Employment personnel were asked to record the type of functional deficit or limitation that led to the need for reasonable accom- modation. Programs were provided with training and operational defini- tions so that they could accurately capture these data. In an extensive process to ensure proper classification of functional deficits, 3 research staff at the Center independently categorized functional limitations. When agreement among the three raters did not exist, a consensus process was used to make the final classification. Table 1 contains the frequency of those functional limitations. As can be seen from the table, the most common functional deficits identified in this sample were interacting with others, learning the job tasks, and maintaining work stamina. Classification of Reasonable Accommodations The reasonable accommodation was theoretically to flow from the identi- fication of the functional deficit. A similar process of classification was conducted as described above for functional limitations. As can be seen in Table 2, the majority of reasonable accommodations (60%) involved the presence of a job coach, either on the job or in the hiring process. Flexible scheduling (21%) occurred frequently as well. Less common accommodations included changes in training and supervision and mod- ified job duties. 46 Community Mental Health Journal TABLE 1 Frequency of Types of Functional Limitations Type of Functional Limitation Frequency Percentage Interacting with Others (e.g., Interviewing, Conversing, Interpreting Social & Work Culture Cues) 93 23 Learning the Job Tasks (e.g., Remembering Routine/Following Instructions, Concentrating) 86 21 Maintaining Work Stamina/Pace 45 11 Managing Symptoms/Tolerating Stress 37 9 Working Independently (e.g., Solving Problems/Organizing Work, Initiating New Tasks) 35 9 Modifying Work Performance (e.g., Assessing Work Performance, Responding to Feedback) 30 7 Following Schedule/Attending Work 26 6 Using Basic Literacy/Language Skills 22 5 Adjusting to Work/Changes 14 3 Miscellaneous (including Physical Limitations, Lack of Transportation) 19 5 Total 407 100 DISCUSSION This study represents one of the first to collect prospective, longitudinal data on reasonable accommodations for people with psychiatric disabili- ties. A methodology for collecting information on various details of the accommodation process and its components was developed and refined. Results suggest, not surprisingly, that individuals obtaining employ- ment through the supported employment programs studied here were working largely in the service and retail industries, in relatively low level jobs for entry level pay. In terms of job tenure, while all individuals were employed at entry into the study, less than half had the same job at the 6-month observation point. These data suggest that the job tenure Kim L. MacDonald-Wilson, M.S., Sc.D. (cand.), et al. 47 TABLE 2 Frequency of Types of Accommodations Type of Accommodation Frequency Percentage Job Coach Involvement on the Job (e.g., General Job Coach Support, Job Coach Training Assistance, Job Coach Providing Supervision) 118 37 Job Coach Assistance in Hiring (e.g., Job Development, Job Coach Interview Assistance) 74 23 Flexible Scheduling 70 21 Changes in Training and Supervision (not involving job coach) (e.g., Extra or Modified Supervision, Extended Training on Job) 26 8 Modified Job Duties 18 6 Miscellaneous (e.g., Accommodations Unrelated to Psych. Disability, Transportation Assistance, Modified Work Environment, Tolerance of Behavior) 16 5 Total 322 100 of individuals in this study is relatively short. However, while less than half of participants had the same job, almost 60% were employed in some job at the 6-month point. By the end of the study, over half of the sample was unemployed and 35% had left the supported employment program. Compared to the general population working in entry level jobs, our participants' tenure in any one job is dramatically lower. For example, according to statistics from the Department of Labor Employee Tenure Summary (Bureau of Labor Statistics, Department of Labor, 1998), the median job tenure for all employees was 3.6 years in February 1998, down slightly since 1996. In the retail trade median job tenure is 1.8 years (1.2 years for sales, retail, and personal services) and workers in the service occupations had a median job tenure of 2.4 years (1.3 years for food service workers). Clearly, even when examining jobs com- parable to those in this study, such as retail and service positions, participants experienced lower job tenure. In addition, given the unem- ployment rate among this sample (53% at the 12-month observation 48 Community Mental Health Journal point), it is clear that these participants do not enjoy the same job prospects as the general population even when workplace accommoda- tions and job support are provided. In terms of the functional limitation that might create the need for an accommodation, individuals with psychiatric disabilities participat- ing in supported employment programs such as these appear to have difficulties in the interpersonal domain, specifically interacting or con- versing with others, interpreting the social cues of the work environ- ment, and the like. In addition, cognitive deficits were mentioned fairly often, including being able to concentrate and learn job tasks. Working independently, maintaining work stamina and managing symptoms and stress were also frequently mentioned limitations. These results were similar to numerous other studies which found the following to be impor- tant accommodations: a need for flexible scheduling (Fabian et al., 1993; Granger et al., 1996; Mancuso, 1993; Gallup, 1992; Zuckerman, 1993), changes in training or supervision (Kirchner & Makowski, 1994; Berke- ley Planning Associates, 1982; Parrish, 1991), and job modification (Kirch- ner & Makowski, 1994; Fabian et al., 1993; Zuckerman, 1993; Mancuso, 1990). We found cognitive deficits and interpersonal skills to be two important types of limitations frequently requiring the accommodation of job coaches. In this sense, our categorization is somewhat different than that of other authors, once again owing to the lack of a consistent taxonomy for workplace accommodation. Unlike many accommodations for persons with physical disabilities, accommodations for persons with psychiatric disabilities tend to involve human assistance of some kind, usually a job coach, and tend to have few if any direct or tangible costs to the employer. The costs tend to be indirect and incurred in extra supervision or training, flexible schedul- ing, allowing the presence of a job coach, and modifying job duties. The need for an accommodation was most often identified by the job coach or the employee him or herself. The role of the job coach in providing accommodations in this study was pivotal: job coaches were instrumen- tal in obtaining most of the accommodations. These results are similar to findings from studies of individuals with developmental disabilities in terms of the role of the job coach (Depart- ment of Health and Human Services, 1999). In addition, the minimal direct costs to employers of providing reasonable accommodations tend to confirm data that have been collected both anecdotally (e.g., Mancuso, 1990; Zuckerman 1993) and empirically (Parrish, 1991; Granger et al., 1996; Fabian et al., 1993). Furthermore, these data have important implications for supported employment programs and for employers. Kim L. MacDonald-Wilson, M.S., Sc.D. (cand.), et al. 49 Our experience in collecting data for this study suggests that supported employment personnel need assistance and training in conceptualizing and operationalizing the functional limitations that they may be observ- ing in their employees. They need training to determine the best way to proceed from the limitation to the accommodation, and in how to creatively consider various accommodations that may work for various limitations. These data can also be used to guide supported employment programs in the kinds of training and education that can occur with staff and with prospective employers. For example, this study has impli- cations for employers about the likely burdens and costs involved in employing individuals with psychiatric disabilities as well as the likely limitations that they may encounter. The next logical extension of this empirical study will be to examine the correlation between functional deficits and types of accommodations. This should provide additional guidance for supported employment programs. This study cannot be generalized to reasonable accommodations for all persons with psychiatric disabilities. For example, the study sites used were supported employment programs in the northeast states. Accommodations for persons with psychiatric disabilities who obtain their employment and their accommodations outside the purview of a supported employment program may differ, as might accommodations in different parts of the country or in different types of jobs. Neverthe- less, the information available from this study adds to the body of accumulating knowledge about the process and types of reasonable ac- commodations needed by individuals with psychiatric disabilities. REFERENCES Berkeley Planning Associates (1982). "A study of accommodations provided to handicapped employ- ees by federal contractors: Final report." Washington, D.C.: Author. Report prepared for the U.S. Department of Labor, contract no. J-E1-0009. Blanck, P.D. (1996). Transcending Title I of the Americans with Disabilities Act: A case report on Sears, Roebuck and Co. Mental and Physical Disability Law Reporter, 20(2), 278–286. Department of Health and Human Services. (1999). Report from the Office of the Inspector General regarding employment for persons with developmental disabilities (no. OEI-07-98-00260). Washington, D.C.: Author. Department of Labor. (1998). Employee tenure summary, labor force statistics from the current population survey. Washington, D.C.: Author. Ellison, M.L. & Russinova, Z. (1997). How professionals and managers use reasonable accommoda- tions: Highlights for a national survey. Community Support Network News, 12(1), 16. Equal Employment Opportunity Commission (EEOC, 1997). EEOC Enforcement Guidance: The Americans with Disabilities Act and Psychiatric Disabilities. EEOC Notice No. 915.002, March 25, 1997. Available from the EEOC, 1801 L Street, NW, Washington, D.C., 20507, (800)669- 3362, or http://www.eeoc.gov. Fabian, E.S., Waterworth, A. & Ripke, B. (1993). Reasonable accommodations for workers with 50 Community Mental Health Journal serious mental illness : Type, frequency, and associated outcomes. Psychosocial Rehabilitation Journal, 17(2), 163–172. Gallup Organization, Inc. (1992). Baseline study to determine businesses' attitudes, awareness and reaction to the Americans with Disabilities Act. Washington, D.C.: Electronic Industries Foundation. Granger, B., Baron, R.C., & Robinson, S. (1996). A National Study on Job Accommodations for People with Psychiatric Disabilities: Final Report. The MRI/Penn Research and Training Center on Vocational Rehabilitation and Mental Illness. October, 1996. Available from Matrix Research Institute, 6008 Wayne Avenue, Philadelphia, PA 19144, (215)438-8200, or http:// email@example.com. Hendricks, D., Dowler, D.L. & Judy, B.T. (1994). Real-life issues in job accommodation: Employers' and employees' perspectives. Journal of Vocational Rehabilitation, 4(3), 174–182. Job Accommodation Network. (1994). "The President's Committee on Employment of People with Disabilities: Quarterly Report." 4th Qtr., July 1–Sept. 30. Job Accommodation Network (JAN), personal communication. (2000). Morgantown, WV: University of West Virginia. Kirchner, K. & Makowski, A. (1994, December). Accommodating persons with psychiatric disabili- ties in the workplace : The experiences of employee assistance professionals. Resource paper prepared for the Center for Mental Health Services ADA Roundtable, Washington, D.C., January 25–26, 1995. Available from Washington Business Group on Health, 777 N. Capitol Street, NE, Suite 800, Washington, DC, 20002, (202) 408-9329 (voice), (202) 408-9333 (TDD). Mancuso, L.L. (1990). Reasonable accommodations for workers with psychiatric disabilities. Psy- chosocial Rehabilitation Journal, 14(2), 3–19. Mancuso, L.L. (1993). Case studies on reasonable accommodations for workers with psychiatric disabilities. Available from: California Department of Mental Health, Attn. : Publications, 1600 9th Street, Room 250, Sacramento, CA 95814. (916) 654-2678, no charge for individual copies. Parrish, J. (1991). Reasonable accommodations for people with psychiatric disabilities: Summary. Author: unpublished manuscript, March, 9 pages. Zuckerman, D. (1993). Reasonable accommodations for people with mental illness under the ADA. Mental and Physical Disability Law Reporter, 17(3), 311–319.
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The Timberwolves will have a roughly three-hour practice later today at training camp at the Bresnan Center in Mankato. Training camp runs through tomorrow in Mankato. The team will open the exhibition schedule on October 10th at Fargo against Indiana. The regular season opens November 2nd at home versus Sacramento.
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Season 3, Episode 3 Double Down, Triple Threat
First Aired: October 3, 2005
A card counter claims he needs to win a million-dollar ransom for his kidnapped teenage daughter; a big winner insists on returning the winnings for moral reasons. Jill Hennessy and Jerry O'Connell appear in a crossover with "Crossing Jordan." Labrador: Ethan Phillips. Carlson: Darrell Hammond. Marjahn: Morann Peri. Silani: Iqbal Theba. Penny: Rachael Leigh Cook. Monica: Lara Flynn Boyle. Sam: Vanessa Marcil.
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Two Bedroom Seaview Apartment Phuket
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Description from the owner
Description from the owner
Bedrooms: 2/
Bathrooms: 2/
Sleeps: 4/
Type: Apt. / Condo
In a 5 star Apartment Resort, overlooking the Patong Bay.
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About the owner
Nasthita S.
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Two Bedroom Seaview Apartment Phuket Patong, Phuket, Thailand
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Grant holt
Followers: 71134, Following: 587
Dad of 3 beautiful girls and also try and kick a ball around
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Video: Well-meaning dorks fight crime, wear tights
posted at 8:42 pm on April 30, 2009 by Allahpundit
An overnight viral sensation (literally) to cleanse the palate. Look at it this way: If they weren't doing this, they'd be playing D&D or hanging out at comic-book conventions dressed as elves or whatever. Better that they're walking the streets chasing off graffiti artists, no?
Plus, they make the kids smile.
Breaking on Hot Air
Video: Southern California city appoints two "undocumented immigrants" as city officials
Tables turned: Trump turns cell phone number exposed by Gawker into a campaign ad
Reminder: Letter to LA Health Dept from Planned Parenthood Gulf Coast denied allegations corroborated in video; Update: Abbott promises to "aggressively investigate"
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I don't care how dorky they look, I'm thrilled to know that some of our youth care enough about our country and our safety to take a stand against the crime that's destroying good neighborhoods.
Go Shadow Hare! ;-}
KendraWilder on April 30, 2009 at 9:01 PM