To separate job choice workplace access skill support and performance, define Nolan's selected job, duty, setting, schedule, tools, people, and desired support. Employer standards and essential functions differ from clinical goals. An access barrier is not a skill deficit. A coach's missed step is not worker noncompliance. Accommodation, safety, wages, supervision, job skill, and performance decisions need their own evidence and authorized owner.

Define Nolan's page-specific workplace decision

To separate job choice workplace access skill support and performance, define the worker's chosen purpose, job, employer, duty, setting, schedule, access, communication, coach, employer source, release gate, stop rule, backup, and outcome. Distinguish wanting the job, accessing it, performing a duty, receiving instruction, using an accommodation, meeting a standard, receiving wages, and deciding whether the work remains worthwhile.

Protect Nolan's worker role and essential access

Nolan's support keeps AAC, refusal, withdrawal, breaks, bathroom use, hydration, prescribed care, emergency help, medical privacy, earned pay, and worker-authored communication protected under applicable rules. The workplace decision-boundary register cannot create employment, employer, accommodation, wage, safety, benefits, or legal authority.

Build Nolan's workplace decision-boundary register

Create one versioned record for a grocery job and vocational support program. Include Nolan's goals, employer source, duties, worksite, tools, access, accommodation, communication, coaching, schedule, paid time, breaks, safety, privacy, transport, incidents, performance evidence, worker experience, missingness, and review. Use one row per question with worker account, employer source, duty, setting, evidence, category, owner, urgency, uncertainty, linked factors, decision, and next review.

Validate Nolan's counts and denominators

Reproduce 29 questions across nine routes: five each choice and employer; four each access and skill; three each coaching and safety; two each schedule and communication; and one transport.

Connect Nolan's evidence to a bounded action

Nolan continues tasks whose gates are clear while each qualified owner resolves the affected questions. Clinical staff do not rewrite employer standards or make an adverse employment decision.

Work through Nolan's example

Nolan's team sorts 29 questions: five concern worker choice, five employer duty or performance, four access or accommodation, four job skill, three coaching, three safety, two schedule and paid time, two communication, and one transportation. Linked factors remain visible, but each question has one primary route. Preserve every planned, held, eligible, observed, worked, paid, messaged, and reviewed unit with the employer source, duty and system version, ordinary support, worker response, coach action, restriction, incident, and endpoint. This fictional example supplies no employer decision, legal conclusion, wage determination, treatment effect, or promised outcome.

Address Nolan's main interpretation risk

Calling all 29 questions vocational deficits would erase employer, access, coaching, wage, safety, and transport conditions. Categories cannot establish accommodation rights, employment status, clinical need, performance, or likely success. Review employer source, access, accommodation, safety, privacy, paid time, communication, coach behavior, instruction, restrictions, worker priorities, incidents, burden, missingness, and design strength separately.

Set Nolan's ABA scope and workplace boundaries

Nolan's workplace decision-boundary register uses the CASP public summary only for high-level ABA behavioral-health-treatment scope for autistic people. The current BACB Ethics Code addresses competence, collaboration, consent and assent when applicable, confidentiality, assessment, risk, documentation, and evaluation for covered people. Employer, vocational, accommodation, wage, safety, benefits, privacy, and legal authority remain with qualified owners.

Keep accommodation decisions with the proper parties for Nolan

EEOC accommodation guidance explains that Title I requires covered employers to provide reasonable accommodation to qualified applicants and employees with disabilities unless it would cause undue hardship. It describes application, work-environment, and equal-benefit categories and an interactive discussion. Nolan's clinical team may support a worker-authored request, but it cannot decide coverage, essential functions, effectiveness, or undue hardship for the employer.

Protect Nolan's medical information and employment choices

The EEOC employment-decision page explains limits on pre-offer disability questions, post-hire medical inquiries, and use of medical information, and it requires covered employers to keep obtained medical information confidential. It also addresses disability harassment. Nolan's workplace decision-boundary register collects only role-needed information and never treats a caregiver or clinician report as permission to disclose, investigate, discipline, hire, or fire.

Use customized-employment concepts cautiously for Nolan

DOL ODEP's customized-employment page describes a process for competitive integrated employment or self-employment that is personalized to the worker and employer, with discovery focused on strengths, needs, and interests. It is not an employer decision, ABA protocol, guarantee, or universal payer benefit. Nolan's program and jurisdiction determine the actual vocational route.

Distinguish workplace assistance from clinical treatment for Nolan

DOL ODEP guidance on personal assistance services gives examples such as retrieving materials, travel assistance, decision support, reading, and interpreter access. It does not assign a particular worker, employer, program, or clinician responsibility. The workplace decision-boundary register names who provides each support, under which authority, while preserving Nolan's authorship and employer supervision.

Keep Nolan's worked time visible

DOL Fact Sheet 22 explains that work suffered or permitted is generally work time and gives federal rules for waiting, short breaks, training, and travel. It is general guidance and state law may be more protective. Nolan's ABA record never deletes productive or required time, changes a time entry, promises wage treatment, or substitutes for employer payroll and legal review.

Route workplace safety concerns without retaliation assumptions for Nolan

The OSHA complaint page describes confidential safety and health complaints, inspection requests, and whistleblower complaints for retaliation under laws OSHA enforces. Coverage, deadlines, state-plan routes, and facts vary. Nolan's team preserves the worker's accessible reporting route and current evidence without deciding whether a violation or retaliation occurred.

Put emergency action ahead of workplace data for Nolan

The National 911 Program says an emergency requiring immediate police, fire, or ambulance assistance belongs with 911 and call-takers may provide instructions. Local systems differ, and the source is U.S.-specific. Nolan's supporters follow qualified responders instead of completing a teaching trial, productivity count, supervisor approval, or routine note first.

Preserve Nolan's AAC and worker authorship

The ASHA AAC portal says AAC users should always have access to their communication tools or devices. Nolan's primary and tested backup communication remain available during hiring, training, tasks, feedback, breaks, safety events, complaints, and departure. A supporter may facilitate access without composing Nolan's disclosure, time report, accommodation request, consent, complaint, or performance response.

Choose Nolan's next review trigger

Reclassify after a duty, schedule, supervisor, worksite, tool, accommodation, coach, transport route, wage record, incident, or Nolan choice changes. Record the qualified owner, source, effective date, duty and system version, access and accommodation state, communication arrangement, paid-time and safety boundary, implementation check, accessible explanation, complaint route, and reassessment date.

Close Nolan's workplace participation plan

Review the workplace decision-boundary register with Nolan, the qualified behavior analyst, authorized supporter when applicable, employer or vocational contacts within permission, and specialists named in the manifest. Confirm that worker choice, employer and accommodation decisions, wages, safety, privacy, communication, assessment, teaching, restrictions, incidents, and outcomes remain separate; every denominator is reproducible; AAC, refusal, withdrawal, medical privacy, earned pay, and emergency help remain protected; and conclusions stay bounded to sampled conditions. Keep this page draft and noindex until every required review is complete.

Related resources

Sources