If someone is claiming a disability that results in them demanding something or financial compensation, then they need to produce documentation. Usually when something gets complex just go back to something logical.
I've seen that more than I care to admit. It just makes it harder for those who have a valid need to get through their day without hearing crap from some jack wagon. Hint #1 on if the dog is a real service dog...ask to pet the dog. If the owner lets you, its not a service dog.
Burdens of proof... Looks like if on its face the accommodation requested by the employee is reasonable and the employer agrees then the case is over. If the accommodation is reasonable yet yes the employer believes it creates an undue burden, then the burden shifts to the employer to prove that case. Look at eeoc website...
I thought the same thing, especially when she said the worker is a lawsuit waiting to happen. He seen her with a dog at work and thought he would do the same, but needed a "reason". Not saying she is wrong ny either means, she rums the show and has an isolated office, but he sees it as an opportunity to push an issue and possible suit.
what 'mandates' are expiring? Jabs are still required* for- all federal/military all health care facilities receiving medicaid/care many large companies (airlines, defense contractors, many financial institutions) all commercial border crossings (truckers) All LA county employees (fire and sheriffs) All Chicago city employees (fire and police) * except for military, most federal mandates are currently under a TRO The media would have you think the war is over. We have won a very few battles, and we've lost even more...but we don't even have a cease fire. My friend, we have not even begun to fight.
Seven days of meds and 0% improvement in my eye. Starting to scare me that I have scarring from the infection.
Maybe they can add opening domestic oil and gas to their agenda....the trip alone in cost should give them a legitament reason for parking their trucks....no more deisel or money to buy it to move them.LGB!
If he worked in the office or at HQ in general, I'd be 100% on board, no question asked. It's the fact he is driving a PUC vehicle, with patients, daily. (There isn't even an area to safely have dog). The PUC regulates all our transports. They can easily shut down our operation, too. We got fined big bucks for an employee smoking near the vehicle. He'll be leaving soon - things got interesting in another aspect.
Sometimes the "reasonable" thing to do is simply move said employee into a different position where the service animal will not create "hardship". Of course, a small pay bump helps with that transition as well.
Oh wow then watch that crack in the door blow wide open...is there some sort of medical review needed for these things?
Attorney called me back - here is what he said. "What a mess you have" Pretty much, your animal doesn't need to be registered to be an ADA animal. I can ask how the animal will provide a service to him but not to why he needs an animal. As long as I try to reason with him, I can voice my questions to him. He said the animal would need to know how to function in the vehicle - but if it were to become a hardship, when we advised facilities we have a driver with a dog (such as losing transports) it is no longer reasonable accomodation. If my insurance company comes back and says they wont cover it, again it's not reasonable to switch insurances. The EEOC will always try to stay on the employees side, however, attorney said we are great by allowing animals in the building. Since we already prove we are not against animals (a night shift EMT brings her pup and locks her up on calls) that'll be a good standing ground. But, normally we will never lose a case because it is a concern of ours to provide our service safely. Attorney said the best thing for this guy to do is a find a new job and let someone else worry about it, lol. This is not possible. He is not a paramedic or an EMT. His only position he qualifies for that we have is a transport driver. I'm the business manager, I have one trained billing specialist that works evenings and my dispatcher. We're an emergency medical service.
A lot of this depends on what type of company one works for. Some give in before they even know if they have to accommodate the employee. Others are the exact opposite-mention ADA and you are on the fast track out the door. Neither approach is the correct one.
Obviously, the person must be qualified to be in the position and as long as their pay, shift schedule, etc at least stays the same, they can't really object. In Pink Pony's case, that doesn't seem possible.
I'm still trying to figure out what Phil Mickleson said that was so controversial, other than calling the Saudis "scary" and threatening relationships which means money. This is the same country that killed a Washington Post writer right? "Author Alan Shipnuck released an excerpt from his upcoming unauthorized biography of Mickelson last week. In it, Mickelson described the Saudis as "scary" but said he was looking past their controversial history of human rights violations to gain leverage with the PGA Tour."
