[Jobs] Driver's license.doc

Reyazuddin, Yasmin Yasmin.Reyazuddin at montgomerycountymd.gov
Thu Apr 28 11:09:55 CDT 2011


Hi Kallie, 
We can agree or disagree in many matters. One may have the training in
one field but what is that field if it does not yield a job. 
I agree that driver license should not be a requirement when it is not
an essential function of the job. 
If a person can not meet the minimum qualification of the job, the HR
person will not review the application. Sometimes we are disqualified
just because we are over qualified. Even when we are hired, we are
discriminated for many reasons. Driver license is a very minor thing
considering there are other factors. 
I have saved the letter which Dic Davis wrote and will send to our
county HR staff. The EEO officer who reviews all job descriptions will
appreciate it. Why do you not do something like this.  
I wish you good luck in finding a job. Keep up the good work and be job
ready. 
 
 
Yasmin Reyazuddin 
Aging & Disability Services 
Montgomery County Government 
Department of Health & Human Services 
401 Hungerford Drive (3rd floor) 
Rockville MD 20850 
240-777-0311 (MC311) 
240-777-1556 (personal) 
240-777-1495 (fax) 
office hours 8:30 am 5:00 pm 
Languages English, Hindi, Urdu, Braille 
 

This message may contain protected health information or other
information that is confidential or privileged. If you are not the
intended recipient, please contact the sender by return mail and destroy
any copies of this material. 

Thank you.

 

-----Original Message-----
From: jobs-bounces at nfbnet.org [mailto:jobs-bounces at nfbnet.org] On Behalf
Of Kallie Decker
Sent: Thursday, April 28, 2011 11:34 AM
To: Jobs for the Blind
Subject: Re: [Jobs] Driver's license.doc


Yasmine, I have to respectfully disagree with you. Almost every job I
have applied for in my field has asked for a valid driver's license,
when it was not a listed function. In today's job market, when there are
hundreds of applicants to choose from, in many cases our applications
are discarded due to not meeting minimum qualifications.  There are
other methods of identification, this  has got to change, and I feel
should be a major focus of this organization. What good is training
without employment, especially outside the disability/blindness fields? 
Just my thoughts, 
Kallie decker 

Sent from my iPhone

On Apr 27, 2011, at 9:21 AM, "Reyazuddin, Yasmin"
<Yasmin.Reyazuddin at montgomerycountymd.gov> wrote:



	Hi Dic, 
	I like the letter and what you suggest. However, I also
understand the reason why employer put the statement about valid drivers
license. 
	It is the old argument. The blind were excluded from Jury duty
because of not having a driving license. We are out of the dark ages. We
the blind should assume that there will be the statement about driver
license but it may not be a requirement. Our purpose is to get into the
door of the employer. We can discuss transportation options when we get
the interview. 
	About 11 years ago, when I had an appointment with the county, I
was volunteering in D.C. I had to take the metro and then the bus to get
to my interview. My metro ride was fine but then the bus failed me. I
called and let the employer know that I was running late by few minutes.
The employer understands transportation troubles. 
	There are many jobs where the employer requires background
checks. I thinks the requirement for valid driver license is to insure
that the employee is truly the person he/she claims to be. 
	Yasmin Reyazuddin 
	Aging & Disability Services 
	Montgomery County Government 
	Department of Health & Human Services 
	401 Hungerford Drive (3rd floor) 
	Rockville MD 20850 
	240-777-0311 (MC311) 
	240-777-1556 (personal) 
	240-777-1495 (fax) 
	office hours 8:30 am 5:00 pm 
	Languages English, Hindi, Urdu, Braille 
	 

	This message may contain protected health information or other
information that is confidential or privileged. If you are not the
intended recipient, please contact the sender by return mail and destroy
any copies of this material. 

	Thank you.

	

	-----Original Message-----
	From: jobs-bounces at nfbnet.org [mailto:jobs-bounces at nfbnet.org]
On Behalf Of Dick Davis
	Sent: Wednesday, April 27, 2011 9:41 AM
	To: 'Jobs for the Blind'; 'Rehabilitation Counselor Mailing
List'
	Cc: 'Shawn Mayo'; 'Al Spooner'
	Subject: [Jobs] Driver's license.doc
	
	
	Hi Everyone,
	I wrote this a short while ago, and thought it might be of help
to the rest of you. What I describe seems to be a rapidly growing
problem.
	Dick Davis 
________________________________


	National Federation of the Blind 

	Employment Committee

	100 E. 22nd St.

	Minneapolis, MN 55404-2514

	

	April 15, 2011

	

	Dear Employer:

	

	Over the past couple of years, I've seen a large number of job
postings that require a valid state driver's license. These job postings
don't require the kind of commercial driver's license needed by people
who drive professionally.  They require the kind of garden variety
driver's license that mom, dad, and the kids need to drive their car,
minivan, or SUV.  

	

	The odd thing about the job postings I've seen that contain this
requirement is that most of them don't even list driving as an essential
job function. I know lots of blind jobseekers who were able to perform
all the essential functions of a job, but decided not to apply when they
saw the valid driver's license requirement.  

	

	I'm sure there are good reasons why the valid driver's license
requirement finds its way into job descriptions (and it does into lots
of them). A valid driver's license permits employees to drive company
vehicles or use their own for work functions. It also serves as a handy
means of identification.  

	

	But in my opinion, the requirement is discriminatory, because it
excludes blind people as a class.  That's because no blind person can
qualify for a state driver's license. If you know anything about civil
rights law, a requirement that excludes an entire class of people from
applying is a definite no-no.  That's especially the case when driving
isn't listed as an essential function of the job.   

	

	The only time when such a requirement isn't discriminatory is
when operating a motor vehicle is an essential function of the job, and
no reasonable accommodation is available.  An example of this would be a
job where a significant portion of the employee's workday is spent
picking up people in the morning, driving them to a social service
program, and taking them back home in the afternoon.  

	

	It would be unreasonable for a blind person to apply for that
kind of job. But if, on the other hand, the job just required some
travel, it would be reasonable for the individual to apply.  Blind
people use mass transit, taxis, shuttle vans, intercity buses, trains,
planes, and paid drivers to get from place to place.  They do so
efficiently, and they've been doing it for decades.  

	

	In that case, requiring that the blind person have a valid
driver's license and drive a company car would be discriminatory, since
reasonable accommodations like the ones listed above are in fact
available.  The argument "because we've always done it that way" isn't
going to hold up in court if the blind person files a civil rights
complaint.  I know, because I've served as an expert witness in a number
of discrimination cases.  

	

	So, what is an employer to do?  I think the best approach is to
leave the valid driver's license requirement out of the job description
entirely unless driving (not just getting from place to place, but
actually operating a motor vehicle) is an essential function of the job,
and no reasonable accommodation is available.  

	

	If the job requires travel, say so, and say how much travel is
required, but don't specify the method that must be used. Let the blind
job applicant figure that out, and if the explanation seems reasonable
to you, hire them.  If you want an employee to have identification, say
that you want a "valid state driver's license or state ID".  Blind
people can get state ID's, the same amount of proof is required, and
they look virtually the same.  

	

	In a broader sense, make sure all your job descriptions state
the essential functions in detail, but avoid specifying the exact
methods to be used. And especially avoid physical requirements like
"good vision" unless you are absolutely certain that there is no way a
person can perform the tasks using nonvisual methods.  (The only way you
can be absolutely certain is if you know a lot about blindness and blind
people, which isn't usually the case.)   

	

	A couple of final points - blind people are not stupid; they
have no interest in taking unreasonable risks, or failing and getting
fired.  If an individual doesn't think they can perform the required
functions, they won't apply, and if they do, they'll be prepared to
describe how they can do it. 

	

	It's simple, it's fair, and it beats heck out of having to
respond to a civil rights complaint.  

	

	Best wishes,

	Richard "Dick" Davis

	Committee Chair

	

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