education – Measure Once, Cut Twice

The Future of Section 504: Protecting Disability Rights

Posted on February 24, 2025February 24, 2025 by MeasureOnce

Section 504 of the Rehabilitation Act of 1973 stands as a landmark piece of civil rights legislation that continues to transform the lives of millions of Americans. While many may be familiar with the Americans with Disabilities Act (ADA), Section 504 laid the groundwork for disability rights and remains a crucial protection for both children and adults.

Understanding Section 504

At its core, Section 504 prohibits discrimination against individuals with disabilities in any program or activity that receives federal funding. This includes schools, colleges, hospitals, and various other institutions. The law defines a person with a disability as someone who has a physical or mental impairment that substantially limits one or more major life activities, has a record of such impairment, or is regarded as having such impairment.

Impact on Education

In the educational setting, Section 504 has revolutionized how schools accommodate students with disabilities. Unlike the Individuals with Disabilities Education Act (IDEA), which specifically focuses on special education, Section 504 casts a wider net by ensuring that students with disabilities have equal access to education through reasonable accommodations.

Some common accommodations under Section 504 include:

Extended time for tests and assignments
Modified homework assignments
Preferential seating in classrooms
Assistive technology for learning
Behavioral intervention plans
Healthcare services during school hours

These accommodations help level the playing field, allowing students to demonstrate their true potential without being hindered by their disabilities.

Benefits for Adults in the Workplace

The impact of Section 504 extends well beyond the classroom. In the workplace, it ensures that qualified individuals with disabilities have equal access to employment opportunities in organizations receiving federal funds. This protection includes:

Fair hiring practices
Reasonable workplace accommodations
Equal access to training and advancement opportunities
Protection from discrimination in all employment practices

Healthcare and Public Services

Section 504’s reach also encompasses healthcare settings and public services. Healthcare providers receiving federal funding must ensure:

Physical accessibility of facilities
Effective communication with patients who have disabilities
Equal access to medical care and services
Reasonable modifications to policies and procedures when necessary

Long-lasting Impact on Society

The implementation of Section 504 has helped reshape societal attitudes toward disability rights. Its influence can be seen in:

Increased awareness of disability rights
Greater inclusion in educational and professional settings
Improved accessibility in public spaces
Enhanced understanding of reasonable accommodations
Development of subsequent disability rights legislation

The Critical Nature of Preserving Section 504

The potential removal or weakening of Section 504 protections would have far-reaching and devastating consequences across society:

Educational Impact:

Students with disabilities could lose their right to accommodations, potentially leading to academic struggles, increased dropout rates, and diminished future opportunities
Schools might no longer be required to provide essential services like healthcare support during school hours
The burden of educational support would fall entirely on families, creating significant financial and logistical challenges

Workplace Consequences:

Qualified individuals with disabilities could face increased discrimination in hiring and promotion
Employers might no longer be required to provide reasonable accommodations
Talented professionals might be forced to leave their careers due to lack of support
Economic independence for many individuals with disabilities could be severely compromised

Healthcare Ramifications:

Medical facilities might become less accessible
Communication accommodations for patients with disabilities could be eliminated
Essential medical equipment and services might not be adapted for all users
Healthcare disparities would likely increase significantly

Broader Societal Effects:

Decades of progress in disability rights could be reversed
The message sent to society would devalue the contributions and rights of individuals with disabilities
The cost to society in terms of lost productivity and increased dependency would be substantial
The burden on families and support systems would increase dramatically

These potential consequences underscore why protecting and strengthening Section 504 is crucial for maintaining an equitable and just society.

In Conclusion: The Enduring Legacy of Section 504

Section 504 is more than just a law—it’s a promise of equality and dignity for all Americans. For nearly five decades, it has served as a critical safeguard ensuring that disability does not determine one’s access to education, employment, or public services.

The true measure of a society lies in how it treats its most vulnerable members. Through Section 504, we affirm our commitment to creating a world where disability is recognized not as a barrier to participation, but as an aspect of human diversity that enriches our collective experience.

As we look to the future, we must not only protect these vital civil rights but strengthen them. The accommodations provided under Section 504 don’t represent special treatment—they represent the removal of obstacles that would otherwise prevent talented, capable individuals from reaching their full potential and making their unique contributions to society.

The fight for disability rights is a fight for human dignity. By upholding and advocating for Section 504 protections, we create a more just, accessible, and inclusive world—not just for those with disabilities, but for all of us who believe in the fundamental principle that every person deserves an equal opportunity to thrive.

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Soy Embarrassing

Posted on January 23, 2025January 23, 2025 by MeasureOnce

A new psychologist started with our district a few years ago, and you could say she was an introvert. It took her months to actually talk to me in normal conversation. Honestly, I thought that was pretty good progress, because there are still people she doesn’t talk to at all. But I was determined to be her friend, so I kept at it.

One day, I had brought some edamame from a restaurant. The portion was huge—way too much—and this person happened to be sitting near me in the kitchen. I decided to share.

“Hey, want some edamame?” I asked.

She politely declined.

“No, seriously,” I said. “I have too much. I’m not going to eat it all.”

She said no again, but I absolutely insisted. Eventually, she gave in and took a piece. My confidence soared. I was winner her over! And that’s when it happened.

To my absolute horror, the piece she took was one I had already eaten. Chewed it, spit it out, tossed it back into the pile—THAT piece. And for some reason, she tried again. And yep, again, another chewed-up piece.

I apologized profusely. She stopped eating. I kind of blacked out the rest of the conversation from sheer embarrassment. But we’ve managed to maintain a pretty good working relationship and friendship despite this unfortunate episode.

This was about five years ago. Recently, I finally got up the nerve to talk to her about this little trauma that’s haunted me for half a decade. Surely, she remembered this life-altering incident, right?

Nope. She had no memory of it. Nothing. I can only assume she was so traumatized herself that she developed amnesia or something. Must be nice.

Now, every time she’s out at a restaurant and orders edamame, she takes a picture of it and sends it to me with the message, “Thinking of you…”

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How to Disclose ADHD to Your Employer: A Guide to Having the Conversation

Posted on January 19, 2025 by MeasureOnce

Deciding whether to disclose your ADHD to your employer is a deeply personal choice. While there’s no universal “right time” or “right way” to have this conversation, and understanding your rights and preparing thoroughly can help make the process smoother and more productive.

Know Your Rights

Before having the conversation, it’s important to understand that ADHD is protected under both the Americans with Disabilities Act (ADA) and Section 504 of the Rehabilitation Act of 1973. The ADA applies to private employers with 15 or more employees, while Section 504 covers organizations that receive federal funding, including government agencies, schools, and many healthcare facilities.

These laws provide complementary protections:

The ADA ensures you’re legally entitled to reasonable accommodations in the workplace
Section 504 prohibits disability discrimination in programs receiving federal funds
Both laws protect against discrimination in hiring, promotion, and workplace treatment
Your employer cannot retaliate against you for requesting accommodations under either law
Medical information about your ADHD must be kept confidential under both statutes

When to Consider Disclosure

The decision to disclose often comes at key moments:

When you need specific workplace accommodations to perform your job more effectively
If you’re struggling with certain aspects of your role that could be improved with adjustments
When you want to be proactive about your performance and work relationships
If you’re starting a new position and want to set clear expectations from the beginning

Preparing for the Conversation

Before discussing your ADHD with your employer:

Document your strengths and contributions to the company. This helps frame the conversation positively and reminds both you and your employer of your value to the organization.
Research potential accommodations that could help you perform better. These might include:
- A quieter workspace or noise-canceling headphones
- Written follow-ups to verbal instructions
- Breaking large projects into smaller tasks
- Using project management tools
- Flexible working hours
Consider how ADHD affects your specific role and prepare concrete examples of how accommodations could improve your performance.

Having the Conversation

Choose the right time and setting:

Schedule a private meeting with your immediate supervisor or HR representative
Pick a time when neither of you will be rushed
Prepare your thoughts in advance
Bring relevant documentation if you have it

Here’s a potential script to start the conversation:

“I wanted to talk to you about something that affects my work. I have ADHD, and while I’ve developed many strategies to manage it effectively, there are some small workplace adjustments that could help me be even more productive in my role.”

Focus on Solutions

Frame the conversation around solutions rather than problems. Instead of saying “I struggle with interruptions,” try “I do my best focused work when I can block out dedicated time for complex tasks.”

Requesting Accommodations

When requesting accommodations, remember that both the ADA and Section 504 require employers to engage in an “interactive process” to find reasonable solutions. This means:

You have the right to suggest specific accommodations
Your employer should work with you to find effective solutions
The process should be collaborative and ongoing
You can request modifications if initial accommodations aren’t effective

After Disclosure

Once you’ve disclosed:

Document any agreed-upon accommodations in writing
Set up regular check-ins to assess how the accommodations are working
Be prepared to adjust and refine solutions as needed
Keep records of all accommodation requests and responses
Know your rights if you face any discrimination or retaliation

The Bigger Picture

Remember that disclosure isn’t just about getting accommodations—it’s about creating an environment where you can thrive and contribute your best work. Many ADHD traits, like creativity, hyperfocus, and thinking outside the box, can be significant assets in the workplace when properly supported.

Final Thoughts

The decision to disclose your ADHD is yours alone. If you choose to have this conversation, approach it with confidence, knowing that you’re advocating for yourself and your ability to contribute your best work to your organization.

Remember that many successful professionals have ADHD and have navigated this conversation before you. Your openness might even help create a more inclusive workplace for others who come after you.

Both the ADA and Section 504 provide strong legal foundations for your rights in the workplace. Understanding these protections can give you the confidence to advocate for what you need to succeed.

Recommended Resources

Job Accommodation Network (JAN): JAN a free resource that provides information for employers and employees. JAN offers consultation, training, and wealth of information on various disabilities and the accommodations that can help employees succeed in the workplace.

Equal Employment Opportunity Commission (EEOC): The EEOC is a federal agency responsible for enforcing laws that prohibit employment discrimination. They investigate complaints of employment discrimination, take legal action against employers who violate the law, and provide education and technical assistance to employers and employees.