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NEWS LETTER March Disability Rights of West Virginia Programs and Supports for Individuals with Traumatic Brain Injury (TBI) 2022 Article by Regina Desmond, DRWV Senior Advocate March is Brain Injury Awareness Month. According to the Brain Injury Association of America, there are more than 5.3 million children and adults in the United States who are living with a permanent brain injury-related disability. That’s one in every 60 people. DRWV would like you to be aware of the following programs available to those with lived experience and their support systems. Support Groups There are several Support Groups in WV for those with a TBI. Groups include: Morgantown Brain Injury Group (BIG) of WV; BIG of the Eastern Panhandle; BIG at Marshall; BIG of Southern WV; and, the Mid-Ohio Valley Brain Injury Support and Information Group. The TBI Program at the WVU Center for Excellence in Disabilities (WVUCED) has Monthly Virtual Mindfulness Sessions for People with TBI, Caregivers/Family Members of People with TBI, and Professionals. These meetings are held on Zoom the 3rd Friday of the month from 12-1 p.m. Traumatic brain injuries not only impact the person with TBI, they also impact their family members and caregivers. After a TBI, family dynamics often shift. Many find themselves plunged into the role of caregiver which can increase stress and a sense of burden. These are related with poorer physical and emotional health. This has the potential to decrease the caregiver’s quality of life. Caregivers play a vital role in the life of a survivor and their well-being is important. A caregiver can impact the TBI survivor’s success in recovery. Due to this, the TBI project holds a support group for Caregivers. This group meets via zoom on the last Friday of each month from 12-1pm. Caregivers and family members of individuals with TBIs are all welcome. To RSVP and register, call Carrie Cobun Stark, TBI Intake Coordinator at 304-376-7834 or email ccobun@hsc.wvu.edu . Information on the Support Groups and Mindfulness sessions can be found online at: http://tbi.cedwvu.org/support-groups/ . Community-Based Supports The West Virginia Traumatic Brain Injury (TBI) Waiver program provides home and community-based services to those with traumatic brain injury. These services are provided in conjunction with the support and assistance of family members, friends and other caregivers. TBI Waiver Services include case management, personal attendant services, and, transportation. More information about TBI Waiver can be found online at: http://www.dhhr.wv.gov/bms/Programs/WaiverPrograms/TBIW/Pages/default.aspx The TBI Program at WVUCED provides resource coordination, technical assistance, training, screening & assessments are available to individuals of all ages with TBI, family members, caregivers and service providers. The statewide program consists of regional TBI Social Workers who use a person-centered approach to help individuals reach their personal goals and achieve independence within their communities. Additional information on the TBI Program at WVUCED can be found online at http://tbi.cedwvu.org/ . Referrals for their program can also be completed online . Funds for You The Funds for You Program provides individuals who have a have a medically confirmed diagnosis of traumatic brain injury or spinal cord injury with goods and services that will increase opportunities for and enhance the achievement of functional independence and a return to a productive lifestyle. Goods and services may include, but are not limited to medical, dental, vision/hearing, Adaptive Equipment/Occupational Therapy, Physical Therapy, Assistive Technology Assessment /Training and Start-up Funds. This program is a funder of last resort. If you have questions about Funds for You, contact the TBI Program at WVUCED at 877-724-8244 or TBI@hsc.wvu.edu . Advocacy Services One of DRWV’s federally funded programs focuses on advocacy and outreach for individuals with Traumatic Brain Injuries (TBI). DRWV provides advocacy for people of any age with a TBI who are experiencing possible abuse, neglect, or rights restrictions in the following systems: school/education; work; access to assistive technology; access to programs & services in their home and community (Medicaid waivers, Personal Care services, etc.); housing rights (service/emotional support animal access, reasonable accommodations/modifications, etc.); Independent Living services; supported decision making; voting rights; etc. DRWV also completes trainings on Self-Advocacy, Supported Decision Making and other topics upon request. If you, or someone you know has a TBI and has questions or concerns, please call DRWV at 800-950-5250. Client Comments Why we do what we do Thank you so much for all your help! My advocate is amazing, caring and helpful.

How Employers Can Break Employment Barriers Boosting Jobs for People with Disabilities By: Ed Carter March 2026 West Virginia job seekers with disabilities, and the advocates, workforce partners, and local business owners who support them, run into employment barriers long before day one on the job. Accessibility in recruitment often breaks down with application systems, interview formats, and screening steps that assume one way of seeing, hearing, moving, or communicating. Layers of bias about productivity, attendance, and “fit,” and inclusive hiring challenges become routine rather than rare, widening the disability employment gap. Naming these obstacles clearly helps employers and communities focus on what must change to make work genuinely reachable. What Disability-Inclusive Employment Means Disability-inclusive employment means every step is built for access and fairness, not for “one right way” to work. It combines inclusive hiring practices, equal opportunity employment, and workplace accommodations so qualified people can apply, start, and succeed. Reasonable accommodations are simply tools that remove barriers, like a ramp removes stairs. This matters because when the process works, people stay employed longer and earn steadier paychecks. The reality is that young adults with disabilities, higher unemployment shows what happens when systems expect everyone to function the same way. For workers seeking rights advocacy and support resources, clarity on accommodations can turn a job offer into a lasting career. Picture a new hire who types slowly due to limited hand strength. A speech-to-text tool and flexible break schedule can protect quality and attendance. That small change helps the employee produce consistent work and helps the employer keep a trained team member. 8 High-Impact Moves Employers Can Implement This Quarter Real disability-inclusive employment isn’t a one-time “accommodation” decision, it’s a set of systems that make hiring, onboarding, and growth work for more people. These eight moves are designed to be doable in the next 90 days and to pay off in better recruiting, retention, and team performanc e. Make your careers site accessible before you spend more on recruiting: Run a quick accessibility check on your careers pages and online application, then fix the basics: clear headings, image alt text, high contrast, keyboard navigation, and forms that work with screen readers. Add a plain-language “Request an accommodation for the application process” link that goes to a real person, not a generic inbox. If candidates can’t apply, your talent pipeline leaks before it starts. Revamp job descriptions to focus on outcomes, not “perfect bodies”: Rewrite postings to separate essential functions from “nice to haves,” and remove vague requirements like “must lift 50 lbs” unless it’s truly central to the job. Offer alternatives such as “move up to 50 lbs with assistance or equipment” when feasible. This aligns with the idea that reasonable accommodations are a retention strategy, and it also widens your applicant pool. Standardize a clean, fast recruiting process: Create a one-page checklist for recruiters and hiring managers: how to schedule accessible interviews, how to handle accommodation requests, and what questions are off-limits. Offer interview format choices by default (in-person, video, phone, written work sample) and allow extra time without making candidates justify it. Faster clarity reduces drop-off and signals respect. Budget for accommodations like you’d budget for safety gear: Set an “accommodation line item” each quarter and give HR authority to approve up to a small threshold quickly (for example, a set amount per request). Many adjustments are low- or no-cost; 49% of accommodations cost nothing , which means your biggest risk is often delay, not dollars. Tracking costs and outcomes also helps finance teams see accommodations as routine operations. Build an inclusive workplace culture with manager habits, not slogans: Teach managers to ask, “What do you need to do your best work?” and normalize flexibility like predictable scheduling, quiet workspaces, written follow-ups, and clear performance expectations. Put psychological safety into meetings, agendas in advance, multiple ways to contribute, and no penalty for communication differences. Companies that intentionally cultivate belonging can see business gains like 28% higher annual revenue on average, so culture work is also performance work. Launch a paid internship or returnship with accessible supports: Offer 8–12 week paid roles with a defined project, a weekly check-in, and a clear path to conversion when possible. Partner with local workforce and disability organizations for referrals, and provide assistive tech or flexible schedules from day one. In West Virginia, paid opportunities are often the difference between “experience required” and a real doorway into a career. Add career planning opportunities within the first 60 days: During onboarding, ask new hires about strengths, preferred communication, and growth goals, then map a simple 6-month plan with training options and a mentor. Make advancement expectations explicit (what “good” looks like, how reviews work, what skills lead to a raise). Career clarity is a retention tool, especially for employees who’ve been screened out elsewhere. Create a feedback loop so fixes stick: Every quarter, review where candidates and employees get stuck: application drop-offs, interview no-shows, accommodation response time, and early turnover. Invite confidential input from employees with disabilities and treat it like operational data, not personal criticism. When you can measure barriers, you can budget and remove them. Workplace Inclusion Questions, Answered Q: What practical steps can employers take to create a more accessible and inclusive workplace culture for new hires with disabilities? A: Start by standardizing a reasonable accommodation process with a simple request form, clear timelines, and one HR contact who tracks outcomes. Train managers on respectful communication, confidentiality, and how to focus performance conversations on results, not assumptions. Inclusive habits like predictable schedules, written follow-ups, and flexible meeting formats reduce barriers for everyone. Q: How can organizations ensure their job listings and recruitment processes do not unintentionally exclude candidates with disabilities? A: Review postings for unnecessary physical demands and separate essential duties from preferences. Offer interview options by default and clearly state how to request application support. Regularly test your careers site and application flow with keyboard-only navigation and screen readers. Q: What kinds of workplace accommodations should employers budget for to support employees with disabilities effectively? A: Plan for assistive technology, ergonomic equipment, modified schedules, job coaching, and occasional workspace changes. A clear baseline is the job accommodation idea, an adjustment or modification that helps someone perform the essential functions of that job. Budget for speed, too, since delays often cause more disruption than the cost itself. Q: In what ways can internship or mentorship programs be tailored to better support individuals with disabilities seeking employment? A: Make programs paid, with a defined project, accessible onboarding materials, and a consistent check-in cadence. Assign a mentor trained to handle accommodation requests and to connect interns to practical tools, not just advice. Build in flexible ways to demonstrate skills, such as work samples or structured presentations. Q: If someone with a disability feels stuck in their current role and wants to develop leadership skills to advance in their organization, what options are available to help them grow and succeed? A: Ask for a written development plan tied to specific competencies, plus a stretch assignment with the accommodations you need to deliver results. Seek mentorship, leadership workshops, and cross-training that broaden influence without requiring constant extra hours. If your schedule or energy is limited, flexible online graduate study, including pursuing an MBA degree , can be an option to build management skills while continuing to work. Incentives and Accommodations at a Glance This table compares common disability employment strategies by budget, speed, and accessibility impact. For West Virginia residents with disabilities who may be weighing whether to ask for support or seek rights advocacy, clarity helps you spot which employer commitments are concrete and which are vague, so you can push for changes that actually remove barriers. It also helps employers pick a realistic starting point instead of guessing. Decision-wise, prioritize options that remove the most friction fastest, then layer in longer projects like facilities improvements. The Deloitte finding that a request rejected outcome is common for some workers underscores why speed and consistency should be designed in, not left to chance. Knowing which option fits best makes your next move clear. Build an Accessible Workplace Culture That Expands Your Talent Pool Hiring can feel stuck when roles are urgent, budgets are tight, and disability inclusion seems complicated or risky. The more reliable path is an inclusive hiring summary mindset: focus on employer empowerment, clear job expectations, and consistent implementation of accommodations that remove barriers without overthinking. When that approach becomes part of your accessible workplace culture, supporting employees with disabilities turns into steadier retention, better performance, and a wider pool of qualified West Virginians ready to work. Accessible hiring is good business because it lets more people do their best work. Choose one change this week, review one job post for unnecessary requirements or confirm how an accommodation request gets handled. That kind of practical inclusion builds stability and resilience for your workforce and your community .

ON VOTING DAY Answers to Your Questions When are the polls open? On election day, the polls will be open from 6:30 AM to 7:30 PM. Is there another day I can vote? Yes, you may take advantage of Early Voting. Any registered voter may vote at their County Clerk’s office 13 days before the election and ending the 3rd day before the election. Some counties offer additional Early Voting locations. Early Voting is available on weekdays during regular business hours and on Saturdays from 9AM to 5PM.Please call your County Clerk’s office to find out additional locations and hours for Early Voting. Where do I vote? You must vote at your polling place. This place is determined by your physical address that you put on your registration form. To find out where your polling place is: Call your County Clerk’s office, or Visit this website: https://apps.sos.wv.gov/elections/voter/ What do I need to bring? If you registered by mail, and did not provide a copy with your registration form, you will need to bring: A copy of a current & valid photo ID, or A copy of a current utility bill, bank statement, government check, paycheck, or other government document that shows your name and current residence address. Even if you registered in person or provided the necessary documentation with your registration form, it is a good idea to bring the above identification with you. What happens if I do not bring the required documentation, my name is not on the voting list, or I am in the wrong precinct? Request a provisional ballot. What is a provisional ballot? A provisional ballot is used when a voter’s eligibility cannot be determined at the polling place. The vote cast on a provisional ballot will not be considered until canvass and the voter’s eligibility can be determined. The status of a provisional ballot can be checked online at: https://apps.sos.wv.gov/elections/voter/ What if I cannot get to my polling place or my County Clerk’s office to vote due to a medical condition or a disability? Then you can request an absentee ballot. How do I find out what kind of voting system my county uses? You may call your County Clerk’s office, or Visit this website, which details what voting systems each county of West Virginia uses: http://www.sos.wv.gov/elections/ Instructions on the use of the electronic voting systems used in West Virginia can be found at this website: http://www.sos.wv.gov/elections/ Is there anything else that can make voting easier? Please call your County Clerk’s office to verify that you are registered before election day. Ask for accommodations (assistance with voting, accessible voting machine, etc.) when you sign in. Also, be sure that you know where your polling place is.

Disability Rights of West Virginia is accepting applications for BOARD OF DIRECTORS Disability Rights of West Virginia (DRWV) is accepting applications for its Board of Directors with terms beginning October 1, 2026. The deadline to apply is July 31, 2026. DRWV is the West Virginia federally mandated protection and advocacy system for people with disabilities. DRWV is a private, non-profit agency. DRWV welcomes applicants who bring relevant experience, sound judgment, and a commitment to the organization’s mission. Board of Directors Packet Board of Directors Application Applications accepted through July 31, 2026 DRWV Mission Statement Disability Rights of West Virginia protects and advocates for the human and legal rights of persons with disabilities DRWV vision Statement Disability Rights of West Virginia is the recognized catalyst for removing barriers to opportunity and equality for people with disabilities . The Board of Directors is the Governing Body of the Agency The broad role of the governing body includes: Setting broad policies for the Agency Establishing annual priorities and objectives for all programs Advance the Agency's mission and vision Fiduciary oversight of the Agency’s bud Requirements The requirement for a Board member is to: Ensure availability for quarterly Board meetings and Committee meetings as scheduled Avoid conflicts of interest between being a Board member and professional and personal life Expectations Expectations of Board Members include: Come to meetings prepared to contribute to discussions and make informed decisions in the agency's best interest Refrain from becoming involved in the day-to-day operations of the agency Promote the agency by sharing your passion for the agency with others Give an annual gift according to personal means Ongoing recruitment of board members to ensure compliance with federal grants

2027 Priorities and Objectives As the federally mandated protection and advocacy system for people with disabilities in WV, Disability Rights of West Virginia (DRWV) is requesting input for our fiscal year 2027 priorities and objectives. The purpose of this input is to learn what issues are important to people with disabilities in WV. Input will be collected from: May 1, 2026 - June 12, 2026 Help us to help you by taking a few minutes to complete our survey! Take our survey

EDUCATION - SECTION 504 Section 504 Discipline Fact Sheet This Fact Sheet summarizes public schools’ obligations under Section 504 to: Provide a free appropriate public education to K-12 students with disability-based behavior; make reasonable modifications to disciplinary policies for students with disabilities; and administer student discipline requirements in a nondiscriminatory manner. The IEP & Section 504 Guidance for West Virginia Schools and Districts The West Virginia Department of Education, Office of Special Programs has developed this document to assist counties and parents in serving their general education students with disabilities in a way that assures a quality education that is in compliance with state and federal laws. This document includes a parent and educator guide to Section 504, highlights the major differences between Section 504 and the IDEA, provides sample policies and procedures including forms, detailed frequently asked questions (FAQ) and sample accommodations for use by counties in West Virginia. U.S. Department of Education Office for Civil Rights (OCR) 504 FAQ's Frequently asked questions about section 504 and the education of children with disabilities. U.S. Department of Education Office for Civil Rights Complaints The U.S. Department of Education Office for Civil Rights information and forms for filing complaints.

POLLING PLACE ACCESSIBILITY SURVEY Polling Place Accessibility Survey West Virginia Advocates would like to know if your polling place is accessible. Providing us information on the accessibility of your polling place may help get any accessibility issues corrected in the future. If you are interested in filling out the survey, then please indicate the county and precinct information. You may also provide your contact information, although that is not required. Download the survey Return the survey by: U.S. Mail to: WV Advocates, 1207 Quarrier St, Ste 400, Charleston, WV 25301; Email: contact@wvadvocates.org Fax: (304) 346-0867; or Phone: (800) 950-5250 Thank you very much for your help in making West Virginia accessible!

Contact Us CONTACT US Disability Rights of West Virginia 5088 Washington St. W, Suite 300 Charleston, WV 25313 Legal Director Nick Ward email: nward@drofwv.org Media Inquiries Nick Ward email: nward@drofwv.org 1-800-950-5250 (toll free) (304) 346-0847 (office) (304) 346-0847 (tty) (304) 346-0867 (fax) Office Hours Monday - Thursday: 8:30 am - 4:30 pm Friday: 8:30 am - 12:30 pm Email questions or comments: contact@drofwv.org @drofwv Subscribe to our e-mail list! Subscribe Welcome! We're glad you're here. Comments or Questions Submit Thanks you!

REPRESENTATION OF PROTECTED AND INCAPACITATED PERSONS Incapacitated means the person is incapable of handling his or her medical, financial or personal affairs. A protected person is someone who, through a legal process, has been deemed to be incapacitated. Appointed by Court Conservator (W. Va. Code §44A–1–8) Manages the estate and financial affairs of a protected person. May be “limited” (W. Va. Code §44A–2–12) or “temporary” (W. Va. Code §44A–2–14). Pays bills; responsible for bank account(s); may buy and/or sell real and/or personal property. Cannot be held personally responsible by creditors for the protected person’s debts, such as medical bills. Must file periodic reports with the court unless the court waives the reporting requirement. Guardian (W. Va. Code §44A–1–8) Responsible for the personal affairs of a protected person. May be “limited” (W. Va. Code§44A–2–11) or “temporary” (W. Va. Code §44A–2–14) Makes financial, medical and other miscellaneous decisions, such as residency. Cannot be held personally responsible by creditors for the protected person’s debts, such as medical bills. Court may appoint separate Conservator. Must file periodic reports with the court unless the court waives the reporting requirement. Guardian Ad Litem (W. Va. Code §56–4–10) Attorney appointed by the court to represent a minor child or an individual who is mentally disabled. May be appointed temporarily until another more permanent resolution is decided upon, such as Guardian and/or Conservator. Duty to faithfully represent the interests of the individual for whom he or she is appointed. Cannot be held personally responsible by creditors for the protected person’s debts, such as medical bills. If appointment lasts for an extended period of time, must file periodic reports with the court unless the court waives the reporting requirement. Appointed by the Individual (Principal) General Power of Attorney (POA) (W. Va. Code §39B–1–101) A notarized, or otherwise acknowledged, written document. Takes effect immediately unless the document clearly states otherwise. May be “durable” or “non-durable”; however, POA presumed to be “durable” (i.e., not terminated by the principal’s incapacity) unless the document clearly states otherwise. POA may make financial, medical and other miscellaneous decisions on behalf of the principal as specified in the document of appointment. POA is a mechanism that may be easily exploited to take advantage of the principal. Important that the POA is someone in whom the principal has complete trust. Cannot be held personally responsible by creditors for the principal’s debts, such as medical bills. Existence of a POA “may eliminate, limit or supersede the need for the assistance or protection of a Guardian or Conservator, and any person so appointed [POA] is to be the first preferred nominee for Guardian or Conservator.” (W. Va. Code §44A–1–3) Living Will (W. Va. Code §16–30–6) A written document which must be witnessed when signed. Dictates decisions about the principal’s health care if he or she is unable to communicate those decisions to health care personnel. May be a good option for a principal who believes that no one else can be trusted to carry out his or her wishes. Cannot take into account all of the circumstances that may exist at the time the Living Will is needed, including advancements in medicine since its signing. A Living Will “may eliminate, limit or supersede the need for the assistance or protection of a Guardian or Conservator, and any person so appointed [by the Living Will] is to be the first preferred nominee for Guardian or Conservator.” (W. Va. Code §44A–1–3) Medical Power of Attorney (MPOA) (W. Va. Code §16–30–6) A written document which must be witnessed when signed. If the principal becomes incapacitated, grants authority to another person to make health care decisions on behalf of the principal. MPOA has the right of access to the principal’s medical information and the right to discuss that information with the principal’s health care providers. Cannot be held personally responsible by creditors for the principal’s debts, such as medical bills. Existence of a MPOA “may eliminate, limit or supersede the need for the assistance or protection of a Guardian or Conservator, and any person so appointed [MPOA] is to be the first preferred nominee for Guardian or Conservator.” (W. Va. Code §44A–1–3) The following persons may not serve as MPOA or successor MPOA: the principal’s treating health care provider; an employee of the treating health care provider who is not related to the principal; the operator of a health care facility serving the principal; or an employee of the operator of a health care facility serving the principal who is not related to the principal. (W. Va. Code §16–30–4(c)) Appointed by Medical Provider Medical Surrogate (W. Va. Code §16–30–8) Must first inquire as to the existence and availability of a MPOA or Guardian. Statute includes list of priorities regarding who may serve. Selected by the attending physician or advanced nurse practitioner to make health care decisions on behalf of an incapacitated person. Least favored form of making health care decisions because the individual does not choose the surrogate, rather the attending medical provider does. Cannot be held personally responsible for the incapacitated person’s debts, such as medical bills. The existence of a Medical Surrogate “may eliminate, limit or supersede the need for the assistance or protection of a Guardian or Conservator, and any person so appointed is to be the first preferred nominee for Guardian or Conservator.” (W. Va. Code §44A–1–3) Legal Disclaimer All information contained within this document is general legal information and does not constitute legal advice. West Virginia Advocates, Inc. does not warrant or guarantee the accuracy of the information as laws are subject to change. You are encouraged to seek advice from an attorney to insure that the information is up to date and accurate. Funding Funding for this publication is provided by the Rehabilitation Services Administration, the Administration on Developmental Disabilities, and the Substance Abuse and Mental Health Services Administration. Published by Disability Rights of West Virginia (DRWV). Content is solely the responsibility of DRWV and does not reflect the official views of the funding agencies. Version 2.0 Representation of Protected and Incapacitated Persons (PDF)

INFORMATION SHEETS 2022 Special Education Fact Sheet EMS Communication Board Traumatic Brain Injury (TBI) Self Advocacy Handout Durable Medical Equipment (D.M.E.) or Medical Supplies from Medicaid - Tips HELP! The school and I don't agree on my child's IEP. Know your rights: Dispute Resolution Representation of Protected and Incapacitated Persons Temporary Accessibility Solutions for Election Day

EDUCATION - MISCELLANEOUS EDUCATION Age of Majority A West Virginia Department of Education Office of Extended and Early Learning brochure about the transfer of rights of exceptional students. American Diabetes Association's Safe at School The American Diabetes Association's goal is for children with diabetes to be medically safe while at school and at day care, and to have the same access to educational opportunities as other children. Bookshare – Books without Barriers Accessible Books and Periodicals for Readers with Print Disabilities. Bookshare is free for all U.S. students with qualifying disabilities. National Center for School Mental Health (NCSMH) The mission of the National Center for School Mental Health (NCSMH) is to strengthen policies and programs in school mental health to improve learning and promote success for America's youth. IDEA State Complaint Resource Center Provides information and resources to assist parents, advocates and attorneys in using the IDEA Written State Complaint process for advocacy. Learning Ally A national nonprofit, volunteer organization with an accessible audiobook library for students with disabilities such as visual impairment or dyslexia. Marshall University's HELP Program The Marshall University H.E.L.P. Program is dedicated to providing educational support, remediation, and mentoring to individuals diagnosed with a Learning Disability and/or ADHD. Shouldn't School Be Safe? This publication was developed by parents and for parents in response to repeated requests for a practical guide to keeping our school children safe from restraint, seclusion and other aversive practices. While this problem has been most acute among children with disabilities, it is an issue of school safety that has the potential to affect ALL students, directly or indirectly, and one that all parents should know and care about. Tutoring program for active duty service personnel and their families All U.S. Military Families Get Online Tutoring and Career Help at No Charge. Get help with homework, studying and career transitions. U.S. Department of Education’s Individuals with Disabilities Education Act (IDEA) website Brings together IDEA information and resources from the Department and grantees. West Virginia Early Childhood Training Connections and Resources A statewide program designed to provide professional development opportunities for the early care and education community.

SUPPORTED DECISION MAKING Administration for Community Living Supported Decision Making Program Learn about ACL funding toward a Supported Decision Making Program. SDM is person-centered – this means SDM solutions are based on the wants and needs of the individual receiving support. SDM keeps control in the hands of the individual providing customized assistance in specific ways and in specific situations that are useful to the individual. American Bar Association Supported Decision Making Guardianship deprives an individual of virtually all legal rights to make decisions and choices. The decision-making ability of persons with disabilities (including older individuals with dementia) is often too quickly questioned and discounted. In many cases, courts appoint guardians for people who could continue to make their own decisions with the right supports and services. The American Bar Association has long been committed to advocating for less restrictive alternatives to guardianship. The ABA Commission on Law and Aging’s PRACTICAL Tool is a guide for lawyers to implement less restrictive decision-making options for persons with disabilities. The American College of Trust and Estate Counsel Supported Decision-Making An alternative to guardianship for individuals with developmental disabilities is supported decision-making. When is supported decision-making appropriate and when is it not? ASTRIVE - Advocacy Supported Decision Making Astrive Advocacy is committed to improving the lives of individuals with disabilities and their families by serving as a resource for training and support for individuals, families, employers, policy makers, and members of the community. We are d edicated to develop, grow, and support Individuals with Disabilities, Family Members, Provider Staff, and Community Advocates in their efforts to recognize their value, speak and be heard, and improve access to quality programs and services in all aspects of community life. Center for Public Representation Supported Decision-Making People with disabilities may need assistance making decisions about living arrangements, health care, relationships, and financial matters. But they do not necessarily need a guardian to make those decisions for them. A trusted network of supporters can field questions and review options to help the person with the disability make their own decisions. Supporters are selected by the person with the disability. They can be family members, co-workers, friends, and past or present providers. The individual should select supporters who know and respect his or her will and preferences, and who will honor the choices and decisions the individual makes. LifeCourse Nexus Training and Technical Assistance Center Supported Decision-Making Materials designed to help a person, family, or a professional explore areas where any person might need decision making support, plan for what it looks like and how it can happen, and seek out the needed supports. National Resource Center for Supported Decision-Making EVERYONE has the Right to Make Choices. How would you feel if you had no say in where you live? Or where you work? Or who you spend time with? Or what you can buy and spend money on? That’s what can happen to older adults and people with disabilities when someone else has the power to make decisions for them, like when they’re put in a guardianship. We believe that everyone has the Right to Make Choices. Supported Decision-Making is a way people can make their own decisions and stay in charge of their lives, while receiving any help they need to do so. Quality Trust for Individuals with Disabilities Quality Trust is an independent, non-profit advocacy organization focused on improving the lives of children and adults with disabilities and their families in the District of Columbia and beyond. We work with people and their family members to solve problems, identify opportunities for learning and contribution, Quality Trust looks for creative ways to minimize differences and make the most of each person’s abilities. Special Needs Alliance Supported Decision-Making in the US: History and Legal Background SDM had its origins in Sweden and in several of the Canadian provinces. In 1988, Sweden abolished full guardianship and substituted a two-tier system. For an individual whose needs could not be met by a less restrictive means, such as a power of attorney, a “god man” [good person] could be appointed. The god man could only make decisions with the consent of the individual with a disability. The appointment of a god man does not affect the ability of the individual to make their own decisions. Supported Decision-Making: Frequently Asked Questions Supported decision making (SDM) is a tool that allows people with disabilities to retain their decisionmaking capacity by choosing supporters to help them make choices. A person using SDM selects trusted advisors, such as friends, family members, or professionals, to serve as supporters. The supporters agree to help the person with a disability understand, consider, and communicate decisions, giving the person with a disability the tools to make her own, informed, decisions. WV Center for End-of-Life Care West Virginians want their wishes respected and their pain controlled near the end of life. The Center for End-of-Life Care provides information to individuals and their loved ones so that they can make informed choices and receive the treatment they want. Completing advance directives and/or medical orders (POST and DNR) is always voluntary. These forms can be very beneficial in documenting individuals' end of life care wishes, and the e-Directive Registry helps ensure these forms translate into patient care. WVU Center for Health Ethics and Law The WVU Center for Health Ethics and Law endeavors to improve the quality of patient care in West Virginia by providing information to patients and families so they can make informed choices and their wishes respected.