[Nfbf-l] Job Discrimination

Tue Oct 27 20:30:39 UTC 2009

Hi Kirk and Bill,
I have never explored the legalities of what the staffing agencies do and do
not do as far as applications, but must admit I have not had the best of
luck  with them when I was sighted or since I have been blind.
I wish Bill the best.
Take care,
John

John A. Ramsey Jr., Esq.

Gainesville, FL 32609

(352) 505-6642

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-----Original Message-----
From: nfbf-l-bounces at nfbnet.org [mailto:nfbf-l-bounces at nfbnet.org] On Behalf
Of Kirk
Sent: Tuesday, October 27, 2009 4:09 PM
To: NFB of Florida Listserv
Subject: Re: [Nfbf-l] Job Discrimination

John, I wish you the very best in your pursuit towards employment with this 
screwed up application procedures. They most defetily need to change the 
laws so they are more specific with there needs per applicant! I think it's 
rather foolish to have a seccretary fill out the same type application that 
a construction laborer would for her job. In any event, I wish you the very 
best! Keep me in touch as to your progress, will you? Your friend in the 
cause, Kirk Harmon

----- Original Message ----- 
From: "John Ramsey" <joramsey at cox.net>
To: "'NFB of Florida Listserv'" <nfbf-l at nfbnet.org>
Sent: Monday, October 26, 2009 11:09 PM
Subject: Re: [Nfbf-l] Job Discrimination

> Kirk,
> You are right, however, it is basically lumping us all into the same
> basket.
> Most of the applications he referred to do mention an accommodation if 
> hired
> so I am puzzled as to why he did not mention that. For example, the State
> and Fed applications automatically direct the applicant's attention to an
> ADA or US Vet section. Most private Florida Employers follow suit.
> Take care,
> John
>
> John A. Ramsey Jr., Esq.
>
> Gainesville, FL 32609
>
> (352) 505-6642
>
>
>
> This communication contains information that may be confidential 
> and/or legally privileged. It is intended only for the use of the 
> individual or entity to which it is addressed. If you have received 
> this communication in error, please call us at (352) 505-6642 and 
> destroy any associated printed materials and delete the electronic 
> material from any computer. Please be aware that any unauthorized 
> disclosure, use or publication of this communication or the 
> information it contains may result in criminal and/or civil liability. 
> Due to this message being transmitted over the Internet, John Ramsey 
> cannot assure that the messages are secure.  If you are uncomfortable 
> with such risks, you may decide not to use email to communicate with 
> John Ramsey.  Please contact us immediately at (352) 505-6642 if you 
> decide not to use email.  You must also be aware that email
> messages may be delayed or undelivered through circumstances beyond our
> control.  Thank you.
>
>
>
>
>
>
>
> -----Original Message-----
> From: nfbf-l-bounces at nfbnet.org [mailto:nfbf-l-bounces at nfbnet.org] On
> Behalf
> Of Kirk
> Sent: Monday, October 26, 2009 10:17 PM
> To: NFB of Florida Listserv
> Subject: Re: [Nfbf-l] Job Discrimination
>
>
>
> Well John, you can tell  then how long ago it has been since I have 
> feeled out an application. I do believe that these special 
> requirements should only
>
> apply on applications for jobs that need them, not on all apps. Your
> friend
> in the cause, Kirk
> ----- Original Message ----- 
> From: "John Ramsey" <joramsey at cox.net>
> To: "'NFB of Florida Listserv'" <nfbf-l at nfbnet.org>
> Sent: Friday, October 23, 2009 10:28 PM
> Subject: Re: [Nfbf-l] Job Discrimination
>
>
>> Hello Kirk,
>> These are very standard conditions in nearly all Florida job 
>> applications. Being blind myself, I have encountered these exact 
>> requirements on job applications here in Florida. In fact, the job I 
>> have now requires all of the mentioned requirements and I have been 
>> there for over two years. You simply ask for an accommodation under 
>> State and Federal law. Take care, John
>>
>> John A. Ramsey Jr., Esq.
>>
>> Gainesville, FL 32609
>>
>> (352) 505-6642
>>
>>
>>
>> This communication contains information that may be confidential 
>> and/or legally privileged. It is intended only for the use of the 
>> individual or entity to which it is addressed. If you have received 
>> this communication in error, please call us at (352) 505-6642 and 
>> destroy any associated printed materials and delete the electronic 
>> material from any computer. Please be aware that any unauthorized 
>> disclosure, use or publication of this communication or the 
>> information it contains may result in criminal and/or civil 
>> liability. Due to this message being transmitted over the Internet, 
>> John Ramsey cannot assure that the messages are secure.  If you are 
>> uncomfortable with such risks, you may decide not to use email to 
>> communicate with John Ramsey.  Please contact us immediately at (352) 
>> 505-6642 if you decide not to use email.  You must also be aware that 
>> email messages may be delayed or undelivered through circumstances 
>> beyond our control.  Thank you.
>>
>>
>>
>>
>>
>>
>>
>> -----Original Message-----
>> From: nfbf-l-bounces at nfbnet.org [mailto:nfbf-l-bounces at nfbnet.org] On 
>> Behalf Of Kirk
>> Sent: Friday, October 23, 2009 8:20 PM
>> To: NFB of Florida Listserv
>> Subject: Re: [Nfbf-l] Job Discrimination
>>
>>
>>        Bill, I can understand your frustration without a doubt, 
>> however, I would assume that these requirements you have described 
>> such as must have a valid drivers License, or must be able to lift 
>> over 25 pds or more, should be associated to jobs that would require 
>> you to either drive or be able to pick up items of considerable 
>> weight. I know it can be very upsetting to you, but when I could see 
>> and hired people for my small businesses, I had these items mentioned 
>> in my applications. I placed them on my applications not to 
>> discriminate, but to help me  identify with applicants that could do 
>> the specific jobs they were applying for. Now, after saying that, If 
>> you are
>>
>> a computer programmer, then like you said, the only requirements for 
>> you are
>>
>> to close down your lap top at the end of the day and remove it from 
>> your work space! I hope that  you don't think that I am slighting 
>> your situation by any means Bill, but just trying to let you 
>> understand why it's legal and why employers do, at times, do what 
>> they do!  I don't understand at all why
>> these employer's  you have described would ask these type questions
>> however
>> if they are looking specifically for computer programmers or computer or
>> electronic technicians, ETC. I would assume that  if you were to research
>> more thoroughly about this as to why these requirements are legal  on
>> applications for clerical or computer jobs,and why employer's are asking
>> for
>>
>> these answers on jobs without the need for them. Perhaps they could 
>> modify the law so that only jobs that  require certain needs would 
>> have
> these
>> restrictions on their applications.   If employer's are not using these
>> properly for there applications for specific job requirements than 
>> perhaps they could be forced to pay a fine and/or change their 
>> applications accordingly!  Your friend in  the cause, Kirk
>>
>>
>>
>> ----- Original Message -----
>> From: "Bill Dennis" <billiam904 at yahoo.com>
>> To: <nfbf-l at nfbnet.org>
>> Sent: Friday, October 23, 2009 3:37 PM
>> Subject: [Nfbf-l] Job Discrimination
>>
>>
>>>I haven't posted to this list in well over a year but lately, I've 
>>>had something that really bugs me and I'm just upset enough to spill 
>>>my guts about it.
>>>
>>> I am a legally blind computer programmer who happens to also be an 
>>> amputee.
>>>
>>> I have worked all of my life except for a few years when I was on 
>>> dialysis before my kidney transplant.
>>>
>>> I've been in the computer industry for almost 25 years.
>>>
>>> The company I work for laid me off for 5 weeks and during that time, 
>>> I sought another job.
>>>
>>> I've been disabled since 1995 but physically disabled since 2004.  
>>> In all of this time, I've only had a few employers openly 
>>> discriminate against me
>>
>>> and most of those were out of ignorance but apparently, it is now 
>>> legal in
>>
>>> Florida for an employer to list "working conditions" in the job 
>>> posting and eliminate people from even applying for the job based on 
>>> these so-called working conditions.
>>>
>>> One employer listed "must have eyesight" as a working condition.
>>>
>>> Two other that I've seen in the past two weeks places a minimum 
>>> lifting weight of 25 pounds.  Excuse me but computer programmers do 
>>> not lift anything but our laptops when it is time to go home.  That 
>>> is what I.T. people or laborers are for.  The lifting clause 
>>> eliminates me due to eye hemmoraging and of course, the fact that I 
>>> walk with a prostetic.  For a total, it would eliminate them because 
>>> while you can probably do the lifting, how will you be guided to 
>>> where the items you are lifting need to
>>
>>> be moved?  I'm sure they won't hire a sighted guide for you and you 
>>> cannot
>>
>>> use a guide dog or a cane if both of your hands are full.
>>>
>>> One other clause I've seen is "must have valid driver's license".  I 
>>> used to be able to arrange my own travel at my expense but I now no 
>>> longer have
>>
>>> that option.
>>>
>>> I've been told that all of these "requirements" are perfectly legal 
>>> and that there is no one to validate these conditions to make sure 
>>> that these are actual working condition but simply the employer's 
>>> way to eliminate "uneanted" candidates.
>>>
>>> I would like to hear your thoughts on this.
>>>
>>> Bill Dennis
>>> Orlando
>>>
>>>
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