"Disabilities is an umbrella term, covering impairments, activity limitations, and participation restrictions. An impairment is a problem in body function or structure; an activity limitation is a difficulty encountered by an individual in executing a task or action; while a participation restriction is a problem experienced by an individual in involvement in life situations. Thus disability is a complex phenomenon, reflecting an interaction between features of a person's body and features of the society in which he or she lives.

An individual may also qualify as disabled if he/she has had an impairment in the past or is seen as disabled based on a personal or group standard or norm. Such impairments may include physical, sensory, and cognitive or developmental disabilities. Mental disorders (also known as psychiatric or psychosocial disability) and various types of chronic disease may also be considered qualifying disabilities.

A disability may occur during a person's lifetime or may be present from birth. A physical impairment is any disability which limits the physical function of limbs or fine or gross motor ability.

Disabilities among American workers are growing at an accelerating pace, prompting employers to accomodate more maladies in the workplace, according to new government and industry studies.

Some problems are increasingly related to unhealthy lifestyles, including poor eating habits and lack of exercise, insurers and researchers say. Also an aging work force and rising rates of obesity lead to ailments such as back pain, knee and hip injuries and diabetes. There are increasing numbers of disability claims, especially for lower back and shoulder pain, depression and heart disease. To accommodate such situations, the some companies recently began offering greater flexibility for employees with impairments to work flexible hours, telecommute, change work shifts to accommodate doctor appointments or change assignments.

Sylvania a provider provides special equipment for workers who need it, including interpreters for workers with hearing loss. Under the Americans with Disabilities Act, people with disabilities who work for companies with 15 or more employees have the right to receive reasonable accommodations from their employers unless providing the accommodation would create an undue hardship. A reasonable accommodation is a change in the work environment or in the way things are customarily done that enables an individual with a disability to do his or her job.

Modern rehabilitation techniques and accessibility accommodations mean well-trained, capable people with disabilities can enter the workplace environment every day. While in the workplace, disabled people want equal treatment rather than special treatment. Some of the things Disabled persons need are:

Computer Screen Reader

Talking Calculators

Talking Keyboard

Text Telephone

Talking Clocks

Hearing-impaired Alerting Systems

Wheelchair Ramps

As an employer, relax. People with disabilities incorporate all the human characteristics you expect to see in an employee.

They want you to see the person rather than the disability.

Understand that a disabled person has a legal right to equal access to employment.

They want you to treat the person as you would any other worker - as a responsible adult completing employer-assigned tasks.

You need to respect a disabled person's devices such as a wheelchair, cane, or text telephone.

You can touch a hearing-impaired person lightly on the arm or shoulder to attract his or her attention.

Identify yourself and others who are present when meeting a blind person.

Involve the disabled person in any effort to make the workplace more accessible.

Make offers of help in the same context as an offer of help to any other worker.

Allow a disabled person to make his or her own decision concerning his or her ability to do a task.

Focus criticism on job performance rather than a person's disability.

Employment numbers are, unfortunately, low among disabled workers in spite of their greater productivity and lower absenteeism.

Simple efforts on your part help in interactions - don't shout at a person with a hearing impairment, give simple cues regarding people present or objects involved when talking with a person with a sight impairment, and sit at the level of a wheelchair user during long conversations.

Handicapped parking spaces are a legitimate accommodation. Leave them open for those who need them.

Disabled people are not interested in sympathy, pity, or being seen as a role model for "brave suffering."

Disabled people are interested in access and equal opportunity.

Remember that what may seem to you to be special treatment is simply accommodation to allow a person with a disability equal access to employment.

The archaic term, "deaf and dumb," while technically accurate for someone who truly cannot hear or speak, should never be used. It is offensive.

A person with a hearing impairment rightfully resents the handicap being used against him or her - such when someone shields his or her mouth or turns away to cut the hearing-impaired out of the conversation.

You can always use a notepad and pencil in an emergency.

Anticipate situations in which a hearing-impaired friend might have problems, such as recognizing the chirping sounds of modern telephones or conversation via an intercom.

Allow a hearing-impaired person to make his or her own choices. Help communicate alternatives and relay decisions.

We hope these issues covered will help those who may be employers of the disabled or help the disabled know their rights. For those with disabilities, walk tall ( hold your head up) and speak softly with love in your heart. It is best if you have no unreasonable negative expectations but speak kindly to employers and others. Many are ignorant as to how to deal with people with disabilities but they can be lovingly shown to the benefit of both parties.