Відео

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Thank you for a fantastic presentation - you both work well together!

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20:33 if a particular manager is antagonistic, can a different manager be assigned to that employee

Is this a joke? For me this is the opposite world! Why do they have to give priority to the mental issues of Abbi, above the well being of the company. I find the first response of the employer completely reasonable and understandable and he shouldn't deviate from it. You cannot make a ton of exceptions, that is just not workable. If she has mental health issues she needs to take her responsibility and solve them instead of burdering the company with it. I cannot imagine me expecting exceptions from my boss for personal reasons?!

My supervisor refused to send my accommodations request up the chain of command and they let me go.

❤

Thanks for providing expert guidance to those of us who are trying to do our jobs in spite of cognitive or neurological disabilities. Your website has been helpful to me, and so was this presentation.

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This whole webinar continues to raise fear and stigma surrounding mental health conditions in the workplace and does not provide preventative measures. What environmental or situational conditions are present that are exacerbating mental health conditions of employees? The advice for working with employees that need accommodations is presented from a top-down approach. What difference might a universally designed workplace make on mental health for all employees?

totally unrealistic first time seeing HR actually working for the employee :D

I would like to know if you help people with disability find jobs, if so throughout this site or what site?

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All too often employers will use the excuse of hiring a “more qualified” candidate when disclosing a disability during an interview. Unless it’s obvious you have a disability, it’s best not to say anything.

Thanks for information. My experience thus far is that employers are doing all kinds of tactics to undermine employee accommodations vs. Make it better or right. Agencies aren't truly holding them accountable. Thus, their lax and no fear in violating ADA happens regularly.

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While I think that this is a wonderful video, it's extremely frustrating that those of us with invisible disabilities have to dance this tightrope of deciding when to or when not to disclose a disability. No one should have to face fear of discrimination over something that's out of our control.

I wished that I was treated with dignity and respect at PRL.😢😅 But inspite Disability Discriminations from Blyth, Monica, HR Sarah Bilton, District Mgr. Lennox and CEO Romeo, my sales exceeded my monthly sales quota. This credit is to my faith in God's favor, grace, and mercy. 😊

PRL'S HR Sarah Bilton, in-house EOC Fare to You Department Officers Amanda Costello and Ben Aston, nor CEO Romeo were not willing to grant me reasonable accommodations of my multiple verbal requests for Medical Leave of Absence. This came after my plea to get Corporate to get the escalated Discriminated to be stopped; but it fell on death ears. I opened up to Amanda Costello that I was a victim of Domestic from my Ex-husband as well as Discrimination in my past. Blyth and Monica threatened me to resign or be eventually Terminated. " we are going to make an example out of you to keep the others (implied N-Word) in line." Not to exclude the hand written Defamation of Character that I was maliciously accused of bt Blyth, Monica, and Amanda Costello. "Admit that you told Sherwin Frederick that Blyth called you a " N-Word." Hippa Privacy Violation that Blyth left my 1 of 2 personal file out on her desk for all to see and copy, including myself. (Direct Evidence). Race- African American, and Disability PTSD-ANXIETY from being called and documented by direct Manager Blyth as Monica encouraged this Disparative Treatments such as called to my face and documented by Blyth "the N-Word", "Stupid", "Crazy," "Black," and "Ignorant" etc. How Blyth and Monica pond Lolita against me by taking my sales and commissions and giving them to her. Fraudulent commissions chargesbacks, etc. I was subjected to being threatened and bullied by my Blyth Stevenson and Monica Nassar of Retaliations-Harrassments, Egregious Hostile Work Environment, Defamation Harrassment, and Fraud etc.

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I wish my HR was this helpful…I just get a “we cant accommodate those restrictions”

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Great presentation, thank you for the information!

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Great

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I was disciplined for asking “inappropriate” questions that to me were perfectly appropriate. My disability requires a lot of clarification.

Using the terms “Inappropriate behavior” is way too vague. Does not signify anything. Leaves way too much open to the superior to deem as inappropriate. Totally not fair.

High performance just right for me

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I wish my manager even allowed me to talk, when I asked her for let me stay on the ground where I usually work and not to move me to top floor because I have knees and back pain due to cancer treatment, she yelled at me and said I should be ashamed for ask for accommodation and that I don’t have a disability(I’m a cancer survivor) she told another employee to hold her otherwise she will do something to me. She remove my working table out of the place. She is very abusive, she retaliate against me all the time I complained to HR let’s see what happens

If the manager remove a person with disability from their site of work is discrimination? The employee didn’t ask for the change

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The important role of HR?

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This presentation is great and highly recommendable for supervisors. Many employees have challenges as far as performance appraisals are concerned because they are interpreted as a crucifixion for them. As employees we interpret performance appraisal as a process which employers often time use to interrogate and expose employees weakness at workplace and a way of dismissal from work. Often times employers fail to consider flexibility as another principle they could apply to make their employees fruitful and perform to the best of their abilities. So thank you for the role play which have clearly displayed both the good and the ugly and the good ending.

2022 ... Very helpful. Most H.R. departments are still floundering.

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It's very realistic

What is the role of HR in this situation?

What is the role of HR in this situation?

I think its sorta crazy that an addiction is protected under the ADA

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