How to catch disability discrimination

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Magnix

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See our communication between my wife (Melissa) and the hiring person (Kim):

1.)
Melissa,

I have received your resume. Can you be here at 10:45am Monday, Aug 27th for an interview?

Kim

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2.)
Kim,

Sure and I need an interpreter to be there as well. Im hearing impaired.

Thanks!

Melissa

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3.)
Melissa,

Hi. Great, thank you. I am going through all the resume’s now, so I am going to pass you on to Chris. He is our Data Entry manager!! Hope to talk to you soon!

Kim

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4.)
Kim,

If you're not sure where to find an interpreter. [interpreting company] is the interpreting agency you can call and make an arrangement.

Thanks again,

Melissa

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5.)
Melissa,

Oh, guess I should mention, that he will email you or call you to confirm the time, if that spot is still available.

Thanks again, Melissa

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At that point everything went silence between my wife and Kim. Dont you feel its discriminating or is it not enough to call it discrimination? Need more solid evidence or what? It seems that they were fine and happy before they knew she was hearting-imparied then that "...if that spot is still available..." tone sounds fishy to me.

Thanks!
 
indeed, its abit fishy, print that out and take it to some organisation that deals with discrimination,,,or or even a community lawyer of some sort, and go from there??
 
Grummer said:
indeed, its abit fishy, print that out and take it to some organisation that deals with discrimination,,,or or even a community lawyer of some sort, and go from there??
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Yeah, Im gonna wait until I hear anything from Kim this evening to Sunday. If nothing. My wife will have to show up and she will ask them to get an interpreter. If they refused, then she can walk out and report it to ADA/EEOC about this.

They would have be smarter just to arrange an interpreter and interview my wife. If they dont like her - thats ok. Its better than refusing providing an interpreter!
 
very important to keep emails and print them out, as that is proof, 'paper trails'
very important!!
 
Grummer said:
very important to keep emails and print them out, as that is proof, 'paper trails'
very important!!
Click to expand...

Yep, all saved.

If that happens by Monday, what is the next thing I need to do? Im seeing threads on AllDeaf about ADA being backlogged and deafies having a hard time getting a hold of them? Is that true? Theres one to write a letter to EEOC Questions and Answers about Deafness and Hearing Impairments in the Workplace and the Americans with Disabilities Act (see #21). I guess thats what I need to do, right?
 
i guess so, well im not from USA, but how about googling, ' how file complaint to ADA' or similar and see what you get
well i did just that and found one, theres lots and you just need find the one 'suits you' best in the 'my favouriable way of explaining to you' then go from there
here's one example right here;
Filing an ADA Discrimination Complaint
 
Honestly I thought it was discrimination as soon as she said someone from Data Entry would be in touch... Just because someone is HOH doesn't mean they are incapable of doing what everyone else does. Sometimes they just need a little extra (like the interpreter which was requested) or adjusted phones and whatnot. I worked in a store for 2 years and they always came up with excuses not to accommodate to my needs. Don't waste your time and report it!
 
Magnix said:
Yep, all saved.

If that happens by Monday, what is the next thing I need to do? Im seeing threads on AllDeaf about ADA being backlogged and deafies having a hard time getting a hold of them? Is that true? Theres one to write a letter to EEOC Questions and Answers about Deafness and Hearing Impairments in the Workplace and the Americans with Disabilities Act (see #21). I guess thats what I need to do, right?
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Yes, that's what EEO is for. Be advised that it will ask ALOT of questions and it may take time because there are so many complaints sent to this dept.

My wife did but she lost the case. It's a long story so maybe another time.
 
Unless you're looking to find a way to sue company and win $$$ in award (just kidding)...

In all seriousness, they don't want to pay for an interpreter for your wife. As a deaf person who is looking for job, you can't just ask hiring managers to get you an interpreter in the email or on the phone, especially if they don't know you. They will refuse to do that.

Why would they pay out of their own pocket if they are not sure they are going to hire her? Why would they pay when there are other qualified hearing applicants at no cost to them?

They only hire you because of what you can do for them, not what they can do for you.
 
randomgirl said:
Unless you're looking to find a way to sue company and win $$$ in award (just kidding)...

In all seriousness, they don't want to pay for an interpreter for your wife. As a deaf person who is looking for job, you can't just ask hiring managers to get you an interpreter in the email or on the phone, especially if they don't know you. They will refuse to do that.

Why would they pay out of their own pocket if they are not sure they are going to hire her? Why would they pay when there are other qualified hearing applicants at no cost to them?

They only hire you because of what you can do for them, not what they can do for you.
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As you may know, any place under the government (city, state or federal) is required to provide an interpreter for a deaf person at all times. If a private business has a poster on a bulletin board about EEO, then the business must comply with its law that includes job interviews which are part of hiring process.

About the EEOC: Overview

The U.S. Equal Employment Opportunity Commission (EEOC) is responsible for enforcing federal laws that make it illegal to discriminate against a job applicant or an employee because of the person's race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information. It is also illegal to discriminate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit.

Most employers with at least 15 employees are covered by EEOC laws (20 employees in age discrimination cases). Most labor unions and employment agencies are also covered.

The laws apply to all types of work situations, including hiring, firing, promotions, harassment, training, wages, and benefits.
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I'm not familiar with all the disability laws but is a person that owns a business seriously supposed to supply an interpreter for a job interview? I can see having one after someone is hired, but before they are hired? Really? I don't sign so it doesn't apply to me. Just curious though.
 
HOH-ME said:
I'm not familiar with all the disability laws but is a person that owns a business seriously supposed to supply an interpreter for a job interview? I can see having one after someone is hired, but before they are hired? Really? I don't sign so it doesn't apply to me. Just curious though.
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Yes, depending on the size of the business.
 
Reasonable accommodations in the hiring process.

Part of the hiring process includes interviews, so yes the said employer with at least 15 employees has to arrange interpreting services or any other reasonable accommodations if requested. The Americans with Disabilities Act states that no person shall be discriminated on the basis of disability and therefore must be provided full accessibility. It is illegal to discriminate any qualified applicant with a disability who can perform the essential job description with or without reasonable accommodations.

HOH-ME said:
I'm not familiar with all the disability laws but is a person that owns a business seriously supposed to supply an interpreter for a job interview? I can see having one after someone is hired, but before they are hired? Really? I don't sign so it doesn't apply to me. Just curious though.
Click to expand...
 
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