[Nfbc-info] Employment related question

Mon Mar 21 15:50:04 UTC 2016

Good morning Lisa

Remember when you request a reasonable accommodation the employer does not need to give you what you are requesting. They just have to give you something that will be equally effective in helping you do your job

the reasonable accommodation request is a good time for educating. Not only should you tell your manager what you are asking for, but you should explain to them how it works, and how this will assist you in doing your work.

Don't overthink the process the majority of companies should be acquainted with the reasonable accommodation request and how to walk you through it

t
----Original Message-----
From: Nfbc-info [mailto:nfbc-info-bounces at nfbnet.org] On Behalf Of Lisa Irving via Nfbc-info
Sent: Wednesday, March 16, 2016 4:54 PM
To: 'NFB of California List'
Cc: Lisa Irving
Subject: Re: [Nfbc-info] Employment related question

im,

Here's part of the challenge. I think there need to be far more information about how to work  with and support the employer's efforts to create a workplace where everyone has equal access and has equal expectations. This topic of how to and how not to request an accommodation; what constitutes an accommodation needs to become a more central teaching point within the NFB.
The NFB will also emphasize the importance of employees not just asking for something but when and if and how to ask for a reasonable accommodation. 

All of this is pretty new to me. I posted my earlier question after I spoke to Valarie Yingling. She is familiar with EEOC but not Calif. DFEAH. My goal is to succeed and to keep my job. I've been told to basically bone up on the law and to know what I want to ask for. How about some 101 workplace etiquette for blind and visually impaired job seekers and new employees. 

Lisa 

-----Original Message-----
From: Nfbc-info [mailto:nfbc-info-bounces at nfbnet.org] On Behalf Of Tim Elder via Nfbc-info
Sent: Wednesday, March 16, 2016 3:13 PM
To: 'NFB of California List' <nfbc-info at nfbnet.org>
Cc: Tim Elder <tim at timeldermusic.com>
Subject: Re: [Nfbc-info] Employment related question

Lisa,

I suspect the employer may already know of its obligation to provide reasonable accommodations unless it is an unusually small or unsophisticated operation.  You really want to share accommodations resources more so than accommodations requirements, etc.  The job accommodation network is one such source.  Hiring a JAWS scripter or other assistive tech consultant might also be a resource.  You could probably provide the employer a list of consultants/trainers used by voc. Rehab.  Finally, encourage flexibility in how you fill out the orientation workbook, etc.  There is no reason it must be done in any particular way.  

Regards,

-----Original Message-----
From: Nfbc-info [mailto:nfbc-info-bounces at nfbnet.org] On Behalf Of Clark, Ted A at DOT via Nfbc-info
Sent: Wednesday, March 16, 2016 1:12 PM
To: NFB of California List
Cc: Clark, Ted A at DOT
Subject: Re: [Nfbc-info] Employment related question

 You want to look up the Department of fair employment and housing. They supersede the ADA in California. And they should be able to give you all the answers that you are looking for regarding reasonable accommodation.

-----Original Message-----
From: Nfbc-info [mailto:nfbc-info-bounces at nfbnet.org] On Behalf Of Lisa Irving via Nfbc-info
Sent: Wednesday, March 16, 2016 1:04 PM
To: 'NFB of California List'
Cc: Lisa Irving
Subject: [Nfbc-info] Employment related question

I'm working with a bunch of documents on DocuSign. It's not real screen reader user friendly. The company that I will work for regularly uses form of communication. What resources can I share with HR? 

I will have to complete an orientation workbook. While it can be scanned it cannot effectively be used. That is there empty spaces to complete; the text varies in location and that's what I understand so far. 

Would someone please share with me a non-threatening list of resources with citations from Calif. Disability Law and Title I on the ADA? 

I don't want to hammer the employer, however, I would like to let the HR team that there are state and federal laws put in place to help the employer and the employee. 

Thanks.

Lisa Irving

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