The first step that you should take in helping this worker improve her job performance is to ask a bilingual Hispanic co-worker what cues she uses to distinguish the toiletries. This option follows the core values and principles of employment support, such as individualization, natural supports, and respect. It recognizes the worker's cultural and linguistic background, and it seeks to find a solution that is based on her strengths and preferences. It also utilizes the existing resources and relationships in the workplace, and it promotes the worker's independence and inclusion.
The other options are not as good as option A, for the following reasons:
Option B: Asking the manager for an accommodation by substituting another job duty for the one that she is having difficulty completing is not a bad option, but it is not the first step that you should take.
This option may imply that the worker is not capable of performing the original job duty, and that she needs a special favor or exception from the employer. This option may also limit the worker's career development and satisfaction, as it may not match her interests or goals. Therefore, this option should be considered only after exploring other possible solutions, such as option A.
Option C: Asking the manager if the worker can be paired with a co-worker to be her natural support for completing her daily job duties is also not a bad option, but it is not the first step that you should take.
This option may depend on the availability and willingness of the co-worker, and it may create a dependency or a burden for the co-worker. This option may also reduce the worker's autonomy and confidence, as it may suggest that she cannot do the job on her own. Therefore, this option should be considered only after exploring other possible solutions, such as option A.
Option D: Talking with the individual to determine if the job is a good match and if she needs to look for another job is not a good option, as it does not follow the core values and principles of employment support, such as empowerment, career development, and quality outcomes. This option may discourage the worker and undermine her achievements and potential. It may also create a negative impression of the worker to the employer, and it may jeopardize the worker's employment status and income.
Therefore, this option should be avoided unless there is no other way to resolve the issue.
References:
APSE CESP Practice Exam
APSE CESP Exam Content Outline
APSE CESP Study Guide
The best approach would be to arrange for another benefits analysis to inform the individual how the raise will affect his benefits.
A benefits analysis is a service that provides information on how work and earnings may impact the eligibility and amount of SSDI and other public benefits, such as Medicare, Medicaid, food stamps, or housing assistance.
A benefits analysis can also explain the various work incentives and programs that are available to help SSDI recipients transition to work without losing essentialbenefits and supports.
For example, SSDI recipients may qualify for a trial work period, an extended period of eligibility, an expedited reinstatement, or an impairment-related work expense deduction12.
A benefits analysis can help the individual and the employment support professional plan for future goals and needs, such as saving for education, training, or assistive technology.
The other options are not appropriate for the employment support professional to do because:
A. Asking the employer not to give him the raise may be seen as disrespectful or discouraging to the individual's work performance and career advancement.
It may also create conflict or mistrust between the individual and the employer or the employment support professional.
The individual has the right to accept or decline the raise based on his or her own preferences and informed choices.
B. Doing nothing, because the Social Security office will learn about the raise when he files his taxes, may be risky or irresponsible for the individual and the employment support professional.
The individual is required to report any changes in his or her work and earnings to the Social Security office as soon as possible, as they may affect his or her SSDI eligibility and amount.
Failing to report changes in a timely manner may result in overpayments, underpayments, penalties, or termination of benefits34.
D. Reminding the individual to inform the Social Security office about the raise may be helpful, but not sufficient, to address the individual's concerns and questions about how the raise will affect his or her benefits.
The individual may need more detailed and specific information on how the raise will affect his or her current and future benefits and supports, and what work incentives and programs he or she may be eligible for or need to apply for.
The employment support professional should also follow up with the individual and the Social Security office to ensure that the information is reported and processed correctly.
References:
Working While Disabled: How We Can Help
The Rules for Working While Receiving Social Security Disability
Income Limits for SSDI Benefits
Working Part-Time While Getting Disability Benefits

According to the CESP Candidate Handbook1, one of the knowledge areas for Domain 1: Application of Core Values and Principles to Practice is "The impact of disclosure on employment and career development". The handbook also states that "The CESP exam is based on the application of knowledge, not just the recall of facts". Therefore, the best answer is the one that demonstrates the most effective and ethical practice for supporting the woman in her employment and career goals.
Option A is the best answer because it respects the woman's right to self-determination and choice, and helps her to weigh the pros and cons of disclosing her disability in different situations and contexts. This can help her to make an informed decision that is based on her own preferences, needs, and circumstances, rather than on fear or misinformation.
Option B is not the best answer because it reinforces the woman's negative perception of disclosure, and does not provide her with any information or guidance on how to handle disclosure issues. This can limit her opportunities and choices, and prevent her from accessing any reasonable accommodations or supports that she may need or want in the workplace.
Option C is not the best answer because it does not address the woman's specific concerns or situation, and may come across as dismissive or insensitive. While sharing success stories can be helpful and motivational, they are not sufficient or relevant to help the woman make her own decision about disclosure. Moreover, success stories may not reflect the reality or diversity of experiences that people with disabilities face in the workplace.
Option D is not the best answer because it violates the woman's privacy and autonomy, and may have legal and ethical implications. Discussing the woman's disability with the prospective supervisor without her consent or knowledge is not appropriate or professional, and may damage the trust and rapport between the woman and theemployment support professional. Furthermore, the woman may not be protected by the ADA if she does not request or agree to any reasonable accommodations or modifications.
References: 1: CESP Candidate Handbook

Completing the job tasks for the individual is not a helpful training technique, because it does not promote the individual's learning, independence, or self-confidence. It may also reinforce the individual's frustration and dependence on others. Instead, a better approach would be to provide positive reinforcement, break down the task into smaller steps, use prompts and cues, and offer feedback and support12. References: 1: CESP - Association of People Supporting Employment First 2: Computer-Assisted Cognitive Re-Training as An Intervention for Children ...