Guest guest Posted December 1, 2011 Report Share Posted December 1, 2011 I posted a link to a website that discussed them in fairly lay terms the other day. Hopefully that will help her. > ** > > > I should have read the other posts before posting... > > Please familiarize yourself with eeoc and ada laws. > <<SNIP>> > Again, I wish you luck! > > Carol > Quote Link to comment Share on other sites More sharing options...
Guest guest Posted December 2, 2011 Report Share Posted December 2, 2011 The issue is... the chairs are crazy expensive.. which is ok..But then I have to get up a lot anyways.. etc. My old employer was told he has to accommodate me but he was under 15 employees. He said he would, but didn't. His partner did find me a desk that went up and down and that was a help during surgery.. but now I have trouble standing, as well as sitting. So for example at school (nursing) I got admitted, and had someone who is a Phd nurse (and old friend) walk me through disability laws for the school, they have to accommodate me. (which they are doing). And I remember when I worked in a school we did accommodate people, for example getting them books with a larger text etc. I'm worried if I don't say anything after the offer I will have issues later, when I find out I have to lift something 100lbs etc.. make sense? Employers often do not disclose the exact duties of a job. I don't think you can say anything after you start a position. I didn't say anything and then they were barking that I had a problem w/ the duct taped chair and computer set up. Subject: Re: Work questions... To: tetheredspinalcord Date: Wednesday, November 30, 2011, 9:05 PM  No, you should not disclose your health condition at an interview. It is not a qualification to work. With that said, you will have to disclose your condition if it interferes with your work after you start a new job. I do my best to schedule all my medical appointments outside of business hours to minimize the impact. Also, I would recommend investing in an ergonomic chair that you could bring to work. I am lucky enough to have an employer that was willing to provide an ergonomic chair. But, I would have bought one if that is what I needed to work. I try be as accomodating as I can be. I wish you luck in your job search. Carol > > Good Morning everyone, > I quit my job a few months ago, I will be starting school etc and the position I chose after my last job was nothing like they said to me. For starters it was 80 cold calls more than I would ever do, and i had a duct taped crappy chair that gave me back spasms so bad I stayed in bed the whole weekend. We have the financial means for me to quit so I did. > But now I am thinking of finding something part time, so I don't sit here watching TV shows all day.. and rant.. > My last job knew about my condition, and it was an issue. My boss and I were close, but he did not understand the SEVERE pain aspect.. the getting up and stretching.. the occasional day off because I worked 50 hours and could not handle working more. I was kind of the office joke.. and all her pills, sure they are for pain.. wink wink... Ironically he now has multiple issues and GETS it now > Anyways, moving forward.. do I tell the employer? And when? After I get the offer etc?? > I'm worried if I don't say anything I will wind up in this duct taped chair situation.. and if I do I will have everyone looking at me funny. > What is the legal standard here? > Thanks > > > > > > > Quote Link to comment Share on other sites More sharing options...
Guest guest Posted December 3, 2011 Report Share Posted December 3, 2011 , Schools are generally great when it comes accommodation. Even Emory, which is not known for its accessibility, was great. It took more work than it probably takes at most schools, but I eventually got what I needed (except for the one professor that refused to move his classroom and because it was an elective, they said he was not required to). But my experience with ODS (office of disability services) on campus has generally been a positive one. Jobs that I have applied for have generally listed all the essential functions in the advertisement. If the ability to lift " x " lbs is not listed in the advertisement or discussed in the interview, then if it came up after you were employed, then I don't think the employer could consider it an essential function and require you to perform it. Really ... if a job requires you to do heavy lifting in order to be able to perform the job, then it would be in the advertisement or discussed in the interview. Especially if it is 100lbs - I mean, I would think most people can't lift (let alone carry for any reasonable distance 100lbs). And for a job which being able to lift this amount of weight (such as EMS, nursing, etc) then its kind of a known function of the job. The exception to nursing would be a position as something like a nurse educator, in which case, you would want to ask if you are ever going to be required to perform the patient care functions of a RN (say if there was a MCI and all medical staff are recalled, or something like that). In which case, if they said yes, I would ask to see the job description for the regular RN position and then assume that those are also included as essential functions of your position. Since you mentioned nursing, most RN and LPN positions require the person to be able to lift a certain amount of weight. Even though it may not be required regularly (say working in a PCP office), in the event the patient you are taking back to an exam room needs assistance disrobing or getting on the exam table, most facilities would expect you to be able to perform such duties. Another example would be if the patient went into cardiac arrest. You would likely be expected to help move the patient in order to perform CPR. Not to mention, much of the medical equipment weighs quite a bit. O2 tanks are not all that light. There are several RNs on the list. Hopefully they will chime in further on this topic. Fortunately, I think most employers are easier to work with than your previous one. I mean, if someone has what is considered a desk job, and cannot sit for long periods of time, then I think the employer might get a little miffed. I mean, most desk jobs don't specifically list " must be able to sit for extended periods of time, " but if its a desk job, its kind of a given. On the other hand, if someone just needs to change from sitting to standing position, then they are happy to provide an adjustable height desk. Similarly with the chair issue, most employers want to provide ergonomically appropriate equipment. Doing so reduces absences and claims for injury caused by the lack of such devices that are easily and inexpensively acquired (especially when compared to the cost of an injury claim). Thus, most employers provide them without too much hassle (if any at all). The key when it comes to accommodations is whether it is an essential function of the position and the reasonableness of the requested accommodation and how it interferes with performing the essential functions of the job. For example, if someone gets too fatigued to work a 12+ hour shift (up to 24 for some services), can't lift 100lbs, or can't run carrying a ton of equipment, then they're not going to be a paramedic. Just sayin'. Check out the website I posted a link to with the EEOC and ADA laws. I also posted one about when and how to reveal a disability to a potential employer. Since your last job, have you been on an interview? If so, how did that go? Jenn > ** > > > <<SNIP>> > So for example at school (nursing) I got admitted, and had someone who is > a Phd nurse (and old friend) walk me through disability laws for the > school, they have to accommodate me. (which they are doing). And I remember > when I worked in a school we did accommodate people, for example getting > them books with a larger text etc. > I'm worried if I don't say anything after the offer I will have issues > later, when I find out I have to lift something 100lbs etc.. make sense? > Employers often do not disclose the exact duties of a job. I don't think > you can say anything after you start a position. I didn't say anything and > then they were barking that I had a problem w/ the duct taped chair and > computer set up. > > > > Quote Link to comment Share on other sites More sharing options...
Guest guest Posted December 3, 2011 Report Share Posted December 3, 2011 I think the lifting stuff has been purposely used by some companies even if the role does not require it as a barrier for people with disabilities. Possibly because they are afraid of how we will affect their insurance policies. Sad but true that this happens. I was asked a similar question this week and I tried to minimize it (I usually figure ways to complete those tasks in a way that works for me). Since then I have not heard back from the recruiter. Sent via BlackBerry by AT & T Re: Re: Work questions... , Schools are generally great when it comes accommodation. Even Emory, which is not known for its accessibility, was great. It took more work than it probably takes at most schools, but I eventually got what I needed (except for the one professor that refused to move his classroom and because it was an elective, they said he was not required to). But my experience with ODS (office of disability services) on campus has generally been a positive one. Jobs that I have applied for have generally listed all the essential functions in the advertisement. If the ability to lift " x " lbs is not listed in the advertisement or discussed in the interview, then if it came up after you were employed, then I don't think the employer could consider it an essential function and require you to perform it. Really ... if a job requires you to do heavy lifting in order to be able to perform the job, then it would be in the advertisement or discussed in the interview. Especially if it is 100lbs - I mean, I would think most people can't lift (let alone carry for any reasonable distance 100lbs). And for a job which being able to lift this amount of weight (such as EMS, nursing, etc) then its kind of a known function of the job. The exception to nursing would be a position as something like a nurse educator, in which case, you would want to ask if you are ever going to be required to perform the patient care functions of a RN (say if there was a MCI and all medical staff are recalled, or something like that). In which case, if they said yes, I would ask to see the job description for the regular RN position and then assume that those are also included as essential functions of your position. Since you mentioned nursing, most RN and LPN positions require the person to be able to lift a certain amount of weight. Even though it may not be required regularly (say working in a PCP office), in the event the patient you are taking back to an exam room needs assistance disrobing or getting on the exam table, most facilities would expect you to be able to perform such duties. Another example would be if the patient went into cardiac arrest. You would likely be expected to help move the patient in order to perform CPR. Not to mention, much of the medical equipment weighs quite a bit. O2 tanks are not all that light. There are several RNs on the list. Hopefully they will chime in further on this topic. Fortunately, I think most employers are easier to work with than your previous one. I mean, if someone has what is considered a desk job, and cannot sit for long periods of time, then I think the employer might get a little miffed. I mean, most desk jobs don't specifically list " must be able to sit for extended periods of time, " but if its a desk job, its kind of a given. On the other hand, if someone just needs to change from sitting to standing position, then they are happy to provide an adjustable height desk. Similarly with the chair issue, most employers want to provide ergonomically appropriate equipment. Doing so reduces absences and claims for injury caused by the lack of such devices that are easily and inexpensively acquired (especially when compared to the cost of an injury claim). Thus, most employers provide them without too much hassle (if any at all). The key when it comes to accommodations is whether it is an essential function of the position and the reasonableness of the requested accommodation and how it interferes with performing the essential functions of the job. For example, if someone gets too fatigued to work a 12+ hour shift (up to 24 for some services), can't lift 100lbs, or can't run carrying a ton of equipment, then they're not going to be a paramedic. Just sayin'. Check out the website I posted a link to with the EEOC and ADA laws. I also posted one about when and how to reveal a disability to a potential employer. Since your last job, have you been on an interview? If so, how did that go? Jenn > ** > > > <<SNIP>> > So for example at school (nursing) I got admitted, and had someone who is > a Phd nurse (and old friend) walk me through disability laws for the > school, they have to accommodate me. (which they are doing). And I remember > when I worked in a school we did accommodate people, for example getting > them books with a larger text etc. > I'm worried if I don't say anything after the offer I will have issues > later, when I find out I have to lift something 100lbs etc.. make sense? > Employers often do not disclose the exact duties of a job. I don't think > you can say anything after you start a position. I didn't say anything and > then they were barking that I had a problem w/ the duct taped chair and > computer set up. > > > > Quote Link to comment Share on other sites More sharing options...
Guest guest Posted December 5, 2011 Report Share Posted December 5, 2011 The issue is not lifting in my case :)But I am just saying that most employers will list things, and even in an interview lie about the job functions. For example. I have 10 years of sales experience. hundreds of million dollar sales.. so I refuse at this point in my career to make 150 cold calls.. they say typically its 50 cold, and 50 warm (current).. meanwhile I start a position and it's 150 COLD!People with minor back conditions were constantly out of work in that office because they had issues with pain and sitting/ The monitors were not aligned for a human being, neither were the chairs.To contrast a job I had at a large hospital, they had people come in and design your work station (I was laid off), so a woman in our office who had been in a terrible car accident 20 years ago had a custom chair, custom desk etc. You may be right about working for larger companies.A friend of mine said in their work environment someone says " my back hurts " and there's 10 people calling them asking what they can do for them! As for nursing I have had extensive conversations with nurses who are disabled (and working), as well as Dr. Frim and his staff. And I am going for it. I want to work from home.. actually have something lined up (good friend) working from home/in their office.There are more opportunities than working at a doc office or hospital. I'm done in 1 year, and transitioning to RN online. I am doing my CNA course (for the 2nd time- 10 years ago!) and the lifting has been minimal working in a long term care facility. Hopefully I can find something part time cause I am bored as hell at home! Baking like crazy!!!! Heading for my MRI! > ** > > > <<SNIP>> > So for example at school (nursing) I got admitted, and had someone who is > a Phd nurse (and old friend) walk me through disability laws for the > school, they have to accommodate me. (which they are doing). And I remember > when I worked in a school we did accommodate people, for example getting > them books with a larger text etc. > I'm worried if I don't say anything after the offer I will have issues > later, when I find out I have to lift something 100lbs etc.. make sense? > Employers often do not disclose the exact duties of a job. I don't think > you can say anything after you start a position. I didn't say anything and > then they were barking that I had a problem w/ the duct taped chair and > computer set up. > > > > Quote Link to comment Share on other sites More sharing options...
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