The disability in this scenario is motor neurone disease that prevents me from being agile or from moving around in the workplace. It is highly restrictive and requires a number of accommodating factors to assist in facilitating proper work processes. Upon determining that there is a violation of ADA Law regarding the lack thereof support mechanisms that assist me in adequately performing my job roles, I would inform my first line, direct manager (ADA, 2015). Anything that impedes the ability of an employee to perform their duties needs to be reported to their manager. The first line manager or supervisor must have visibility of the restrictions and restraints that are preventing one of their employees from performing and ultimately detracting from the performance of the entire team. After determining that this first step was not effective, I would then report to the next line manager, who with their power and influence, should be able to make the necessary changes to facilitate improvements in the workplace such as wheelchair access and changes to regulations concerning machinery (EEOC, 2015). The second line manager can also liaise with my direct supervisor about the necessary actions and ensure that my disabilities are well supported.
If there is no further progress, then I could report directly to the state workplace regulatory office whom manages on a daily basis, workplace complaints and unfair working conditions. This state office can be consulted at any time and has an obligation to immediately report lapses in compliance and ensure that the organization immediately changes its practices or is extensively infringed (U.S. Department of Transportation, 2015). Within the regulatory hierarchy, a number of different personnel can be contacted on a confidential basis and the process can continue if no progress is made. Ultimately, the organization can be extensively fined for not providing such required support facilities. Furthermore, there may be a number of liabilities that could be afforded to me as a result of the parent organization failing to provide accommodating facilities and for any hardships experienced (EEOC, 2015).
The disability in this scenario is blindness and the inability to read or to interpret reports and regulations pertaining to the business. Concerns and barriers in relation to a business that is inaccessible as a result of my blindness are numerous and need to be addressed immediately for the sake of myself and the business as well. The first step that can be taken is liaising directly with the manager of the business who is on duty at the time (ADA, 2015). By liaising directly with a contact person of the business, the issue can be addressed quickly and solutions can be determined before any further issues arise.
Furthermore, my concerns can be raised with the local complaints office and state regulatory offices that deal with unacceptable business behavior on a daily basis. By raising these concerns with official bodies within the area, change can happen quickly and efficiently and it avoids the person having to deal with the business without a quick result or alternative strategy (ADA, 2015). This is also preferable in contrast to spreading vicious gossip or rumors amongst the general public that could damage the business and reputation overall.
Additionally, evidence could be collected that proves to the state office that the business is being unfair in its practices and inaccessibility to myself and others in the general public. By not providing a necessary means for people with vision impairments to enter the facility and look for a retail item or accessory is unacceptable and needs to be handled and effectively managed very quickly (EEOC, 2015). By combining evidence with a complaint to the local or state regulatory office, the vision impairment accessibility issue can be dealt with in a quick and appropriate manner.
- ADA. (2015). ADA Standards for Accessible Design. Information and Technical Assistance, Retrieved from http://www.ada.gov/2010ADAstandards_index.htm Accessed on 13th November 2015.
- EEOC. (2015). Regulations Related To Disability Discrimination. U.S. Equal Employment
Opportunity Commission, Retrieved from http://eeoc.gov/laws/types/disability_regulations.cfm Accessed on 13th November 2015.
- U.S Department of Transportation. (2015). ADA Regulations. Retrieved from http://www.fta.dot.gov/civilrights/12876.html Accessed on 13th November 2015.