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Navigating Reasonable Accommodations and Workplace Discrimination in the Time of COVID-19 - Shared screen with speaker view
Nicholas Blum
51:20
“To activate captions, click on the closed captioning button at the bottom of the meeting screen for caption options. Please note the “full transcript” view is now available as an option. If you are joining via facebook live, you may also need to activate captions by clicking the gear icon at the bottom of the video screen.”If there are issues with the captions in zoom or your prefer to view the captions through an external website, the link is: https://captionpros.1capapp.com/event/aacd
Nicholas Blum
51:44
“One way to see the ASL interpretation is to find the ASL interpreter(s) in the participant list, and then right click and select the “pin video” option for that person. This will allow you to keep the interpretation video front and center during the meeting. The hosts will also “spotlight for everyone” the active ASL interpreter, so it should automatically come to the front, as well. The ASL interpreters will be switching off during the session.”
Nicholas Blum
51:53
“In this meeting, there are two ASL interpreters named “ASL - Jeremy” and “ASL – Audrey.” Both interpreters are co-hosts, so their names should be near the top of the participant list. To access the participants list, click the “participants” button at the bottom of the meeting screen.”
Nicholas Blum
52:06
“If a speaker begins or ends to share their screen, you may have to re-pin the ASL video each time. During a screen share, make sure that “side-by-side” mode is selected under “view options” prior to pinning the interpreter. To adjust the size of the interpreter’s video compared to the shared screen, mouse over to reveal the line dividing the two screens, and then click and drag that line to the left or right depending on your needs.”
Nicholas Blum
52:11
“During the screen share, all presenter cameras will be off, so that the ASL interpreters are visible on the Facebook live stream. Prior and post the screen share, we invite all presenters to activate cameras, as the multiple spotlight functionality will carry over to Facebook in this circumstance.”
Jeff Javier
53:12
If there are issues with the captions in zoom or your prefer to view the captions through an external website, the link is: https://captionpros.1capapp.com/event/aacd
Nicholas Blum
54:54
(1) Assume good faith from your colleagues. We are all here to learn together.(2) Please use the “chat” function if you wish to share. Participants are not permitted to unmute themselves.(3) Please recognize and respect others feelings, background, and cultural differences(4) Be judicious and efficient with shared information and experiences. It can be just as courageous to listen as it is to share, so please do your best to understand when it is best to step back, instead of stepping up.(5) If you are speaking, please speak slowly as there is an English captioner and ASL interpreters working diligently. This is true for meeting presenters as well as participants.
Sarah Kader
58:27
Hi! Thank you! Just confirming there is CLE credit for this session.
Natalie Luna Rose
59:39
To register to other sessions: https://mailchi.mp/azdisabilitylaw.org/aacd-virtual-conf
david stewart
01:00:12
Hello from the IL-IA Center for Independent Living in the Quad Cities
John McDermott
01:00:35
Welcome David!
William Goren
01:01:02
Can you also verbalize the CLE code. I'm following captions on a separate tab.
Meaghan Kramer
01:01:26
Will do!
Syreeta Nolan
01:02:59
I also wanted to add a quick note for all of us tuning in that if you do to Start Video and the up arrow to the right, you can enter settings to hide non-video participants.
Syreeta Nolan
01:05:47
Can the slides be emailed to register participants afterwords?
Keely D'Amour-Toy
01:08:03
That's GREAT - thank you
Sarah Ruf
01:08:06
Yes, slides will be available!
Regina Rollins
01:08:12
Great. Thank you
Rene Murphy
01:08:20
Thank you for making slides available. Or access to recording.
Ngoc Tran
01:08:22
GREAT! THANK YOU
Syreeta Nolan
01:08:26
How do we access the recordings?
Margo Walters
01:08:43
https://www.facebook.com/AfricanAmericanConferenceOnDisabilities/videos/?ref=page_internal
Keely D'Amour-Toy
01:08:55
How do we request the presentation slides?
Natalie Luna Rose
01:09:20
For slides, please email nlunarose@azdisabilitylaw.org
Ronnie Taylor
01:15:18
please email me at taylor.ronnie@gmail.com thanks
Sarah Engler
01:15:27
1) Is it legal for an employer require an employee to work if they are covid positive? 2) Is it legal for an employer to require you to find someone to cover your shift if you are covid positive? 3) Can an employer fire you because you can't/won't come in to work because you are covid positive?
William Goren
01:17:52
the caption at the link is very good but zoom is so so. Just an FYI
Patricia McHugh
01:18:13
1) how does ADA coverage of covid-19 differ from other temporary illnesses such as Mono or the flu? Meaning accommodations do not need to be provided for Mono or the flu.
Syreeta Nolan
01:21:31
If you are high risk for COVID, can an employer fire you for needing to work at home?
Franly Ulerio-nunez
01:22:12
Can A disabled child of parent be covered by ADA or FMLA for working from home minimizing risk of getting COVID-19?
Skye X
01:24:09
It seems like employers can refuse any requests claiming they are NOT "reasonable accommodations"? What are the guidelines to consider for what is reasonable?
Rebecca Kasen
01:24:23
While it may not be a legal argument, don't employers have an ethical responsibility to be culturally competent about vaccines? Many BIPOC individuals are uncomfortable getting the vaccine due to a history of abuse by the medical profession.
D P
01:26:17
I'm seconding Syreeta Nolan's question and extending it to higher education. (I'm starting law school and will probably need to be online longer than a lot of my peers.)
rhonda mercadel
01:27:06
Can you give an example of an undue hardship?
Alison Ecker
01:27:53
Can a deaf/hoh employee who needs to read lips while performing their job, request that those they are interacting with wear a clear face shield, even though this conflicts with CDC and state guidance which says face shields are NOT effective at preventing COVID-19 spread? What if individuals refuse to wear the shield, or don't feel safe doing so?
Brian Elliott
01:27:57
do they need to prove it is an undue hardship? like with buildings its a percentage of total mods
rhonda mercadel
01:28:08
I give advice on ADA to a large state agency. I need to know what is undue?
William Goren
01:29:19
face shield employer ?. Employer won't allow for clear masks?
Skye X
01:32:00
What protection do you have if you work through a staffing company with a client? The staffing company claims they are not responsible for actions of client. And the client claim they are not the employer and not responsible to follow ADA, FMLA, etc.
Krystal Dinwiddie
01:32:11
When asking for accommodations, can an employer place you on FMLA as an "accommodation."
William Goren
01:32:32
A resource that may be helpful on understanding the ADA is www.understandingtheada.com (Understanding the ADA blog)
Hershel Jackson
01:35:39
If a company has less than 15 employers but received federal funding are they still required to provide reasonable accommodations to the employee with disability??
rhonda mercadel
01:41:22
working remote from home but having to visit families of abused and neglected children.
LaToya Blizzard
01:42:03
We've seen more situations of requesting schedule changes. Especially having children doing virtual learning.
Donna Williams
01:42:04
Is it a reasonable accommodation for the employer to provide high speed internet for the teleworker?
William Goren
01:42:33
What do you recommend that an employer have by way of data to show that attendance is an essential function of a job rather than a personal preference.
Michelle Maloney
01:42:50
most are not medically graded so don't meet PPE requirements
Beverly Staton
01:43:03
I don't understand why a person who teleworks would ever need to provide their own equipment? Employers don't expect employees to provide their own laptops when they work in the office. How is working at home different?
Rebecca Kasen
01:43:16
One concern with telework and resources is access to a private space. People may not have a space to speak with clients without roommates overhearing. In this instance, for employers have gone remote, some are considering it an accommodation to have the employee come into the office.
Michelle Graham-Smith
01:44:29
I have requested a copy of the slides, yet is there a way to put a request in for the close captioning log so that I can red though the questions and the answers?
Skye X
01:45:43
@Michelle, there is an option to "Save Transcript" at the bottom of the transcript window
Syreeta Nolan
01:45:57
Off topic about the conference itself to our hosts: Would you consider a hybrid model for future conferences to allow for a continuation of having a national audience and accommodating those of us who are more comfortable at home watching a conference without the travel?
Jerrie Williams
01:48:26
How can the Vocational Rehabilitation help with this process? i am still trying to understand their role in helping individuals with disabilities Find, advocate, remediate for us in a job?
Jerrie Williams
01:49:25
I would like a copy of the slides and recording.
suman Pangasa
01:49:26
I am very sure that many of the call centers have told their employee that they can work from home as long as they have a computer and internet. It had to be a desk top
John McDermott
01:50:36
For slides, please email nlunarose@azdisabilitylaw.org
John McDermott
01:50:47
Save Chat by clicking on the three ellipses (…) at the bottom of the chat.
Courtney Rutledge
01:55:48
COVID-19 now normalizing telework has been a huge blessing to those who live with disability.
Tasha C
01:56:05
Will the slides be available when this conference is posted?
Sarita Downs
01:56:06
How long is psychological evaluation considered valid? If report is no long on file with the agency what would the employee have to do submit request for accommodations in the workplace.
William Goren
01:57:44
what would eeoc say to data ?
Krystal Dinwiddie
01:57:57
When asking for accommodations, can an employer place you on FMLA as an "accommodation."
Vanessa Zuber
01:58:16
Thanks so much for this wonderful presentation!
William Goren
01:58:21
general thoughts Mark?
Robbin Coulon
02:00:06
Haven't many of us already proved we can do our jobs from home?
Fredrikka Maxwell
02:00:45
wonderful presentation. what about transcripts?
Donna Williams
02:01:02
Perhaps manufacturing and distribution jobs fall into this category.
D P
02:01:33
It sounds like a key consideration is does the RA "fundamentally alter the nature of the business".
Tasha C
02:02:03
JAN
Deanna Zuppan
02:02:04
Example: Employee works at Afterschool program and essential function of job is interacting daily with children. If they are not able to be on the job, they would not be meeting the essential function of the job.
Vanessa Zuber
02:02:05
They are great! JAN Network!
Lynn Smith
02:02:23
Is an employer bound to provide training in technology is an employee can do a job from home, but does not have basic computer skills?
rhonda mercadel
02:02:28
What if you have three secretaries doing same job but one needs accommodation and that is the one they insist must come into the office.?
Courtney Rutledge
02:04:12
Must you disclose the disability before the adverse action takes place?
Courtney Rutledge
02:04:40
Must you disclose the disability before the adverse action took place?
Natalie Luna Rose
02:04:43
For CLE credit, please email cgutierrez@azdisabilitylaw.org
Natalie Luna Rose
02:04:49
code is Harrassment
rhonda mercadel
02:04:55
can you repeat for the attorneys
rhonda mercadel
02:05:02
please repeat
Natalie Luna Rose
02:05:27
ATTORNEYS: For CLE credit, please email cgutierrez@azdisabilitylaw.org, code: harassment
Nicholas Blum
02:05:41
the last slide of the presentation includes this information again and the presenters will repeat verbally
Kathie Sullivan
02:07:18
What happens if the harassment came from the HR department?
Ronnie Taylor
02:08:56
workshop is a fabulous !! looking forward to it with email me and records thanks
William Goren
02:10:02
Agree with Ronnie. It's focus on getting ?? answered is fabulous!
Yasmine Austria
02:10:58
Accommodations for one person will not be the same for all. with that being said, if an accommodation was provided but was not the most effective accommodation, what can an individual do?
Veronica Hassenger
02:11:29
I think my friend’s rights were violated. He asked for reasonable accommodation. He lost 3 months pay while the employer came up with accomodation. Then they took 2 months pay after that to cover benefits.
Skye X
02:12:17
Side note: please avoid white background in slides as it (with black/dark text) can challenge certain people with Dyslexia, Irlen Syndrome, light sensitivity, etc. Simply tempering that background with a light shade can make a world of difference for those who are impacted without affecting those who are not
Jessie Salz
02:12:21
Can other staff members performing some aspects of a job that a person is unable to perform be considered as a reasonable accommodation? For example, if considering telecommuting as a reasonable accommodation & some parts of a job need to be done in-person but other staff are available/able to perform those functions?
Natalie Luna Rose
02:15:16
ATTORNEYS: For CLE credit, please email cgutierrez@azdisabilitylaw.org, code: harassment
Skye X
02:17:25
can you copy your attorney on those emails or would that also violate?
Richard Deibel
02:18:12
Hypothetically – if an employee requests a reasonable accommodation request but is offered a solution that seems to be too much; is the employer obligated to adjust their accommodation proposal?For instance, a simple hypothetical – person requests railings to assist with mobility and the employer counters with an offer to provide a wheelchair. The requestor views the wheelchair as excessive and an attempt to embarrass. Has the employer provided a sufficient reasonable accommodation?
Debra Weinberg
02:18:27
I found it. Check the instructions:
John McDermott
02:22:10
Save Chat by clicking on the three ellipses (…) at the bottom of the chat.
Debra Weinberg
02:22:35
Thanks John
Alice L. Bowen
02:22:53
Excellent presentation, thank you.
Skye X
02:22:56
If you are required to notify employer that you have a disability, can they require you to identify the medical conditions and disability and/or require medical proof?
Natalie Luna Rose
02:23:09
Please fill out our survey about the session here: https://www.surveymonkey.com/r/MJBVXH8
Tonya Chambers
02:23:59
Awesome session!
Skye X
02:24:04
Will the unanswered questions be answered at a future point and sent out to us?
Sey In
02:24:12
Great job, presenters!
Natalie Luna Rose
02:24:15
nlunarose@azdisabilitylaw.org
Carol Shenon
02:24:20
Great session! Thank you!
Kathie Sullivan
02:24:33
Thank you
Edith Alangui
02:24:34
Yes, email copy of slides - ealangui@ph.lacounty.gov
Deidra Simon
02:24:36
Very timely and informative!
Julie Corty
02:24:40
Excellent presentation.
Ngoc Tran
02:24:42
Thank you all for the great session!
Syreeta Nolan
02:24:43
This was amazing!
Natalie Luna Rose
02:24:47
https://mailchi.mp/azdisabilitylaw.org/aacd-virtual-conf
Skye X
02:24:48
A big thank you to the ASL interpreters and thanks for pinning them as the main view!
Christy Abrams
02:24:50
The Let's Get to Work initiative is the first-ever, statewide employment initiative undertaken by the Arizona Commission for the Deaf and the Hard of Hearing. https://www.changeyourperception.org/
Jessie Salz
02:24:51
Thank you!
Kim Hernandez
02:24:52
Awesome
Bradley Chang
02:24:53
Wonderful session!!
CYNTHIA Hardy
02:24:55
Thank you
Talia Bonds
02:25:04
Thank you!
Robbin Coulon
02:25:08
Thank you!
Natalie Luna Rose
02:25:08
ATTORNEYS: For CLE credit, please email cgutierrez@azdisabilitylaw.org, code: harassment
Regina Rollins
02:25:09
Thank you!!
Clint Ryan
02:25:13
Thanks!
Valerie Perkins
02:25:14
Yes, please email the slides to me: vperkins@vficil.org. The conference has been extremely enlightening!
Nate Clark
02:25:15
Thanks!
Lisa Sheftman
02:25:15
Thank you!
Danielle Johnson
02:25:16
thanks everyone
Michele Michaels
02:25:16
Hands waving!
Kimberly Rogan
02:25:17
Great session! Thank you everyone!