Many of us remember the
special treatment that was given to an individual with disabilities. There
was a considerable amount of consideration for this individual. Now the
message that is sent is if you can't handle it, then quit! They are not going to
make anything any easier for us. And should you stumble because of your
disability, they will not take it as that, you will be humiliated into having to
be tested because you must be intoxicated, or on some sort of illegal drugs,
unless of course you are a friend or relative of management. It
appears that such individuals are not subjected to the same level of scrutiny
as, say, a dealer without "juice". It would be quite nice, as a dealer, to be
able to experience ‘flu-like symptoms’ or maybe just not feeling well due to your
disability and return to one's place of residence to recover without the
unnecessary hassle of extraneous tests in such a feeble state of being.
It will only be a CONTRACT that would enabled this person to return to his
home, hassle-free. At the MandalayBay they have us going across the casino
and down 36 steps and then across the casino length to go the bathroom and
back in a time frame of 20 minutes. That's 72 steps that is hard on some one
with back or leg problems, but as I mentioned they just don't care: they
don't want disabled employees. Dealers have quit because it has been made
so difficult for us. If you should need to eat or want to smoke, forget
about it. Especially for a dealer with a disability, you don't even
have time to sit and enjoy a well deserved break. Management just wants an
to have the upper hand: if they should want
to start a paper trail on you in order to make it easier to let you go, there is
nothing to stop them from doing just that.
After standing all day for 8
hrs it is tasking, painful and hard on the body and mind disabled or not!
An employer is required to make a reasonable accommodation to the known
disability of a qualified applicant or employee if it would not impose
an "undue hardship" on the operation of the employer's business. Undue
hardship is defined as an action requiring significant difficulty or
expense when considered in light of factors such as an employer's size,
financial resources, and the nature and structure of its operation.
Medical Examinations and Inquiries
Employers may not ask job applicants about the existence, nature, or
severity of a disability. Applicants may be asked about their ability to
perform specific job functions. A job offer may be conditioned on the
results of a medical examination, but only if the examination is required
for all entering employees in similar jobs. Medical examinations of
employees must be job related and consistent with the employer's business
needs.
I wonder if the
ADA was informed of the lack of consideration for the disabled
dealers. How many labor laws are
being violated? We need to unite in order to protect our rights!
PRINT, SIGN AND SEND YOUR TWU CONFIDENTIAL CARD IN TODAY!
.
