perfectionism and - Obsessive-Compulsive Foundation

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THE SPENCER LAW FIRM 2727 Camino del Rio South • Suite 140 • San Diego, CA 92108 (619) 233-1313 telephone • (619) 296-1313 facsimile • spencerlaw@spencerlawoffice.com The Americans with Disabilities Act (ADA) as Amended by the ADA Amendments Act of 2008 (ADAAA): Disability Discrimination in Employment The Americans with Disabilities Act of 1990 1 (ADA) is broad legislation designed to integrate people with disabilities into the mainstream of all aspects of society. The ADA is divided into five sections, called ”titles.“ Title I covers employment. Titles II, III, IV and V cover public services, public accommodations, telecommunications, and miscellaneous provisions. The ADA's protection applies to people with disabilities. The ADA explicitly includes people with mental disabilities, including individuals with psychiatric impairments. Title I of the ADA prohibits private employers with at least 15 employees, religious entities with at least 15 employees, state and local governments, employment agencies and labor unions from discriminating against qualified individuals with disabilities in job application procedures, hiring, firing, advancement, compensation, job training, and other terms, conditions, and privileges of employment. Federal sector employees are covered by the Rehabilitation Act 2 , which has been amended to parallel the ADA. To discriminate on the basis of disability means to treat a person with a disability differently and adversely from other people who do not have a disability. A qualified employee or applicant with a disability is an individual who, with or without reasonable accommodation, can perform the essential functions of the job in question. Congress passed the Americans with Disabilities Amendments Act of 2008 (ADAAA) 3 specifically to overturn a series of Supreme Court decisions that made it difficult to prove an impairment is a “disability.” The ADAAA made significant changes to the definition of “disability” so that the ADA’s protection should now apply to a much larger number of people. Under the ADA, a person with a disability is protected by the law if one 1. Has a physical or mental impairment that substantially limits one or more major life activities; or 2. Has a record of such an impairment; or 1 2 3 42 U.S.C. sections 12101 et seq. (ADA). 29 U.S.C. sections 794 et seq. Pub. L. 110-325. ADA as Amended Marilynn Mika Spencer Ask an Attorney! IOCDF 2013 Annual Conference -73-
3. Is regarded as having such an impairment. The ADAAA did not define “substantially limits” but it did specifically reject the Supreme Court’s rigid and limited definition. A better understanding of “substantially limits” will emerge over time. The ADAAA greatly broadened the definition of “major life activities” to include “major bodily functions.” As of January 01, 2009, these definitions apply: Major life activities include, but are not limited to, use of the five senses, caring for oneself, interaction with others, performing manual tasks, seeing, hearing, eating, sleeping, walking, standing, lifting, bending, speaking, breathing, learning, reading, concentrating, thinking, communicating, and working. FRIDAY Major Bodily Functions include, but are not limited to, functions of the immune system, normal cell growth, digestive, bowel, bladder, neurological, brain, respiratory, circulatory, endocrine, and reproductive functions. The ADAAA redefines and expands coverage under the “regarded as” prong of the definition of “disability.” To satisfy the “regarded as” standard an individual need only show that he or she was subjected to an action prohibited under the statute (e.g., termination; failure to hire) because of an actual or perceived impairment. It is no longer necessary that the impairment be perceived by the employer to limit or “substantially limit” a major life activity. Before the ADAAA, “mitigation measures” that increase the functioning of a person with an impairment were considered in determining whether a person met the definition of “person with a disability.” In other words, the determination of whether a person was substantially limited was made after the person received the benefit of the mitigating measure. For example, if a person with diabetes controlled his or her diabetes with Insulin, that person may not have been considered as having an impairment, because the Insulin removed the limitations which were present before the medication. Now, after the ADAAA, the determination must be made regardless of the mitigating measures; that is, before those measures are used or applied. Additional protections of the ADA Under the ADA it is unlawful to retaliate against an individual for opposing disability discrimination in employment, or for filing a discrimination charge, testifying, or participating in any way in an investigation, proceeding, or litigation under the ADA. The ADA also protects other individuals in certain circumstances, including family members who are associated with a person with a disability. ADA as Amended Ask an Attorney! Marilynn Mika Spencer IOCDF Annual Conference 2013 -74-
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IMAGINE THAT!: A SCRIPTING WORK- SH
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Themes and Variations - Theoretical
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Themes and Variations - Theoretical
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The Social Experiment 6/14/13 The
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Page 116 and 117: The BDD Challenge 6/14/13 The BDD C
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6/14/13 IN CLOSING EDUCATION TREA
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6/14/13 FAMILY ACCOMMODATION & MAIN
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6/14/13 HMO HMO = Health Maintenan
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6/14/13 RECOGNIZE THE SIGNS OF OCD
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6/14/13 COLLABORATING WITH SCHOOLS
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Conceptualizing and Treating Hoardi
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6/24/13 DSM-‐5 criteria for
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6/24/13 Family Burden • Growin
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6/24/13 Biological vulnerability
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6/24/13 • Depression • Self-
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6/24/13 Mo8va8on and Ambivalence
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6/24/13 Skills Training: Objec8ve
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6/24/13 Behavioral Experiment: C
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6/24/13 Treatment Responders (%)
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Perfecting Perfectionism Perfecting
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Types of Perfectionism Being th
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Healthy Perfectionism In general
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The cost of perfectionism • T
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Let’s Focus on Two Problemati
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• Are we there yet • The r
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Addressing Relapse in CBT for OCD 6
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6/14/13 Lisa’s Exposure Hierar
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6/14/13 Is Performance During E
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6/14/13 Frame ERP to Mismatch
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6/14/13 Implica:ons for Psychoed
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6/14/13 Jenny Jenny • Referred
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6/14/13 Appraisals of intrusions
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6/14/13 Bill • His intrusive
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6/14/13 Response Prevenaon • D
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6/14/13 Study Comparing Individual
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6/14/13 Exclusionary Criteria Struc
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6/14/13 Contact Information The OCD
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6/14/13 Acceptance vs. Change Chan
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6/14/13 Positive Reacting Styles P
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6/14/13 What is P-N-P What is P-N-
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People and Places - Emotional Conta
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6/14/13 CASE EXAMPLE • 67 year
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6/14/13 THE ROLE OF BETRAYAL
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6/14/13 THE ROLE OF ACCEPTANCE
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Challenging Kids Challenged Adults
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Regulatory Disorders Challenging Ki
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Tips for Non-OCD Anxiety Disorders
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Sleep Problems Tips for Sleep Probl
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EXECUTIVE FUNCTION “He is such a
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Write It or Regret It! CL UE Tips f
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Slow Processing Speed (Sluggish Cog
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Tips for Handwriting • Reduce cop
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Curiosity vs Judgment! © Sheryl K.
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Prepare the child for the path….
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How Can the Whole Family Fight OCD
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Task Description & Reminder of spec
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Using Scaffolding Steps in Unplanne
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6/14/13 Examples of Behavioral
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Assessment and Treatment of Postpar
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Cognitive-Behavioral Strategies in
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6/14/13 iCompulsions (OCD) or Cyber
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6/14/13 Similarities Between HC and
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6/14/13 Sample Exposures For Health
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6/14/13 The Effect of Attention (Ta
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6/14/13 Treatment • Stop all comp
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So You Expect Them to Leave Home So
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Daniel G. Pruitt, Jr., PCC, SCAC In
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NEEDED TRANSITION SKILLS: • Time
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Memory Functioning CL UE Short-Term
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Taking Medications Exercise! •Und
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Washer and Dryer TRANSITION SKILLS:
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TRANSITION SKILLS: Ready ! Money Ma
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TRANSITION SKILLS: • Tell them wh
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TRANSITION SKILLS: This Isn’t It!
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Tigers, Too Tigers, Too: Supplement
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WHEN REASSURANCE IS HARMFUL By Paul
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APOSTOLIC CHRISTIAN Counseling and
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