There are many benefits to having a job coach, especially for someone cognitively challenged through autism or other intellectual disabilities. Finding a job these days requires navigating the internet, reading through difficult to understand job descriptions, talking with strangers on the phone, understanding unknown challenges of a job, and finally, navigating through a job interview.

This is far from an easy task for most anyone. Just imagine what it’s like for an autistic person who can’t pick up on body language or non-literal expressions. Others can’t read or have low reading levels. Even simple jobs like bagging groceries may require the applicant to complete an aggravating online assessment with highly complex questions to answer. Do grocery store baggers need a master’s degree in human relations? One would think so base on some of these assessments.

An incident I had with a client recently demonstrated another benefit for job coaching individuals with intellectual disabilities or special needs. Jane (not her real name) is a food service worker at a university. Last year she cleaned tables and floors in one of the school’s smaller dining rooms. But with Covid-19, the school suspended in-house dining and has gone entirely to take out dinners. Jane was reassigned to work in the kitchen where she applies labels to dinner cartons along with other prep assignments.

The university follows the same health protocols as all food service providers today during Covid-19. Jane has her temperature taken each day when she arrives. Next, she needs to answer specific questions on how she’s feeling that day. That’s when the “incident” occurred.

Jane’s temperature was normal but she answered “yes” to two questions and was promptly sent home. What everyone needs to know about Jane is she loves to work. Sending her home made her an unhappy camper and she stormed out upset. She thought that because she was tested for Covid-19 a month before coming back to work and the test was negative, that she was free and clear of the coronavirus. Jane falsely assumed that her hours were being cut.

I received a confusing and emotional call from Jane telling me what happened. Fortunately, I received an email from the company’s human resource director that cleared things up. The “yes” answers she gave to the daily questionnaire concerned feeling tired or rundown and having a cough and shortness of breath.

I called the HR director and we agreed that I would meet with Jane to properly explain what happened that day and how she needs to answer the questions. Jane is overweight and smokes. She has complained in the past about being short of breath and feeling tired. I explained to her the difference between these common occurrences she has and the severity of these symptoms with Covid-19. We then had a conference call with the HR director who gave a similar explanation to Jane and cleared her to return to work.

As job coaches, we tell employers we’re the “bridge.” We are trained and experienced in working with people with certain disabilities or challenges. We are dedicated to helping our clients navigate the employment process and then succeed in doing their jobs. But we have another client and that’s the employer. How many employers could benefit from having an independent and specially trained job coach working with their staff?