Presbytery
of the Cascades
"OPENING
DOORS"
Program
WELCOMING
PEOPLE
WITH MENTAL
OR DEVELOPMENTAL
DISABILITIES
People with mental
or developmental
disabilities
agree that the
hardest part
of living with
their situation
is the stigma
and lack of
understanding
they encounter
from others.
In some instances
their disabilities
are not physically
apparent and
it is hard for
others to adjust
to unexpected
and "different"
behaviors. Sadly,
most people
have limited
knowledge about
these disabilities
and may believe
some of the
myths about
them.
There are
persons
in all
congregations
who do
not have
a major
mental
illness,
but nevertheless
suffer
from episodes
of poor
mental
health
stemming
from environmental
stresses
and traumatic
life experiences.
Along
with professional
counseling,
a caring
congregation
can help
these
people
experience
a better
quality
of life.
In welcoming
a person
with a
mental
illness:
Try to
remain
non-critical
when encountering
unusual
behavior,
giving
responses
that are
supportive
of the
person.
Cultivate
the ability
to listen.
Offer
either
community
or private
intercessory
prayer.
Ask the
person
how your
congregation
can be
more supportive
Offer choices
of opportunities
and tasks appropriate
to the person's
abilities.
Remember
that the
person
or family
may be
in need
but may
also be
reluctant
to ask
for assistance.
People with
developmental
disabilities
have lifelong
disabling
conditions
which
occurred
at or
before
birth,
in childhood
or before
the age
of twenty-two.
The conditions
include
mental
retardation,
spinal
cord injury,
epilepsy,
sensory
impairment,
cerebral
palsy,
autism,
and traumatic
brain
injury.
Seventy
percent
of people
with developmental
disabilities
have mental
retardation,
maturing
at a below-average
rate and
experiencing
difficulty
in learning,
social
adjustment,
and economic
productivity.
Today, church
leaders
are beginning
to understand
that those
with developmental
disabilities
who have
been lovingly
included
in family
and community
are quite
able to
have a
meaningful
relationship
with God
and have
much to
offer
to any
congregation.
Your church
can widen
its welcome
to them
by:
providing
opportunities
for participation
in all
congregational
activities.
finding concrete
ways for the
child or adult
with retardation
to assist before,
during and after
the worship
service by passing
out bulletins,
filling the
water glass
for your worship
leader, or collecting
materials left
in the pews
after services.
finding
appropriate
ways to
increase
knowledge
and understanding
among
members
of the
congregation,
especially
among
peer groups
of children.
providing
"hands
on"
experiences
in social
settings
through
befrienders
groups.
assisting
persons
with developmental
disabilities
in the
participation
of church
activities
such as
retreats,
camping
programs,
conferences,
and assemblies.
integrating
students
with developmental
disabilities
into regular
classes
wherever
possible.
forming
a relationship
with a
group
home and
engage
in activities
that take
place
either
in their
home,
at your
church,
or out
in the
community.
For additional
help contact:
National
Association
of Disabilities
Councils
1234 Massachusetts
Avenue
NW, Suite
103 Washington,
DC 20005
(202)
347?1234
(202)
347?4023
(fax)
http://www.igc.apc.org/NADDC
American
Association
on Mental
Retardation
444 North
Capitol
Street
NW, Suite
846 Washington,
D.C. 2001?1512
(800)
424?3688
(202)
387?2193
(fax)
http://www.aatnr.org
info@aamr.org
National
Alliance
for the
Mentally
Ill Religious
Outreach
Network
2101 Wilson
Boulevard
Arlington,
VA 22201
(800)
950?6264
(703)
516?7991
(TDD)
http://www.NAMI.org
National
Organization
on Disability
Religion
and Disability
Prograrn
910 16th
Street
NW, Suite
600
(202)
293?5960
(202)
293?5968
(TDD)
(202)
293?7999
(fax)
(800)
248?ABLE
(2253)
Presbytery
of the
Cascades
"OPENING
DOORS"
Program
ADVOCATING
FOR YOUTH
and ADULTS
Support
Resources
Young
Life Capernaum
Ministries
Mandy Strong,
503/250-0113
Tuesdays 6:30-8:15,
Mountain Park
Church, Lake
Oswego
Fellowship and
discipleship
for youth with
developmental
and physical
disabilities,
high school
age to 21
Young
Life Capernaum
Ministries
Pam Leone
503/658-3114.
Oregon
area contact
for information
on existing
and developing
programs
for Young
Life Capernaum
Ministries,
for young
adults
with developmental
disabilities.
Mark 2
Ministries:
non-profit
organization
that empowers
adults
with developmental
disabilities
to be
able to
work and
live as
part of
the community
at Young
Life's
Wildhorse
Canyon
Washington
Family
Ranch.
Contact:
mark215@comcast.net
or Wayne
Strong,
503/635-0781.
Disability
Navigators,
Inc:
to provide
individuals
with disabilities
and their
families,
across
cultural
boundaries,
one-on-one
help in
gaining
access
to community
and public
services.
Disability
Compass
is developing
a web-based
information
and referral
system
to provide
families
and people
with disabilities,
or special
health
care needs,
access
to information
about
services
and supports.
Contact:
Elaine
Piper
Vardas,
503/244-7030,
email
advocate43@comcast.net
Presbytery
of the
Cascades
"OPENING
DOORS"
Program
EMBRACING
OUR WORKERS
Hiring
and Including
Persons
with Disabilities
in Church
Leadership
and other
Support
Roles
As the Presbyterian
Church, we are
not necessarily
exempt from
the provisions
of the Americans
with Disabilities
Act (ADA) concerning
the employment
of persons with
disabilities.
While ADA-Title
I requirements
apply to churches
employing 15
or more persons,
the State of
Oregon extends
those requirements
to churches
employing 6
or more people.
ADA also states
that "those
involved in
the religious
ministry, such
as ministers,
priests, or
rabbis are not
covered under
Title I".
However, as
a part of the
Presbyterian
Church (U.S.A.)
commitment to
full participation
of persons with
disabilities,
our denomination's
Book of Order
was amended
in 1993 to forbid
discrimination
against persons
with disabilities
in calling individuals
to ministerial
leadership.
The ADA prohibits
discrimination
in all
employment
practices,
including
job application
procedures,
hiring,
firing,
advancement,
compensation,
training,
and other
terms,
conditions
and privileges
of employment.
It also
applies
to recruitment,
advertising,
tenure,
layoff,
leave,
fringe
benefits,
and all
other
employment-related
activities.
In most cases,
churches
can comply
with ADA
employment
provisions
through
job restructuring,
low-cost
or no-cost
accommodations,
and rewriting
job descriptions
to highlight
the essential
functions
of the
provision.
As a simple
first
step,
application
forms
should
be
reviewed
and questions
relating
to disability
be removed.
Subsequent
steps
may include
making
"reasonable
accommodations"
for persons
with disabilities
to perform
essential
job functions.
Examples
include
modifying
work schedules,
acquiring
or modifying
equipment,
making
the workplace
readily
accessible
to and
usable
by people
with disabilities,
or reassigning
a current
employee
to a vacant
position
for which
the individual
is qualified
should
the person
become
unable
to do
their
original
job because
of a disability
even with
an accommodation.
Reasonable
accommodation
also includes
adjustments
to assure
that a
qualified
individual
with a
disability
has rights
and privileges
in employment
equal
to those
employees
without
disabilities.
While
statutory
language
of the
ADA and
its implementing
regulations
must be
applied
on a case-by-case
basis,
churches
of all
sizes
are called
by the
higher
mandate
of God
when it
comes
to employing
persons
with disabilities
in any
position,
and that
we as
the church
should
be the
model
for the
secular
world
to follow.
For
more information
concerning
specific
provisions
or interpretation
of the
Americans
with Disabilities
Act contact
the Northwest
ADA/IT
Center
in Portland
at (800)949-4232
(voice
or TTY)
(503)494-4001,
or (503)418-0296
(TTY).
Try to
remain
non-critical
when encountering
unusual
behavior,
giving
responses
that are
supportive
of the
person.