I work with a visually impared employee, and they are just super. There are also others from the same organization that contract here. All are super employees, hard working, extremely knownledgeable and willing to learn new technologies.
We had some minor expenses encure for the machine and work space but it was well worth the investment. Some do JSP / JAVA / EJBs / JAVASCRIPT / NOTES / HTML / Peoplesoft / suport. And the output is above average.
I would hire as many of these excellent folks as available. I can not say enough positive things about them all.
Don't hire them just for the Tax Break's but for the excellent work they perform and are skilled at. They desirve equal pay, health benefits, (extra) sick time, and working accomadations - you will have one heck of an employee.
- Gee show loyality to an employee and you have a good employee - now there is a new concept? -
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I realize there is a great need for the "special needs" people in the states to be hired, but what about all those here in Canada who are in the same boat, but can work from home. It seems to me that much of the IT business can be effectively workedfrom a home base, without all the travel and expense of moving from one location to another.
Perhaps I read your response wrong. Correct me if i have, please.
Does Canada not have IT shops? Is there a compelling need for me to hire the most qualified Canadian over the least qualified American? The job market is tight all over and we all need to look out for our own. Please don't look south of your own border for work. We need it here way too much to offer it to citizens of forign countries. if we can give a tax break to hire a blind guy, then we can certainly afford to take that $$ and train a guy off the streets of DC, or LA, or NYC, or Detroit. Please. Do Canada a favour- Stay home. Help your fellow citizens out.
Does Canada not have IT shops? Is there a compelling need for me to hire the most qualified Canadian over the least qualified American? The job market is tight all over and we all need to look out for our own. Please don't look south of your own border for work. We need it here way too much to offer it to citizens of forign countries. if we can give a tax break to hire a blind guy, then we can certainly afford to take that $$ and train a guy off the streets of DC, or LA, or NYC, or Detroit. Please. Do Canada a favour- Stay home. Help your fellow citizens out.
I agree totally with your view. No I do not feel that the border "needs" to be breached in either direction. My intent was only to point out that this problem, both the disabilities and age factors, is not bounded by borders, but is systemic throughout the world. I don't see the need to move for work, but there is a need for able people to be given the opportunity to work within the medium where they have their expertise, or at least their skills. No reason not to have a world-wide network of skilled practitioners.
As to looking after the people up here, see my note farther down the thread.
As to looking after the people up here, see my note farther down the thread.
Since I set up my consultancy before the implications of long term use of information technology were appreciated, I now use a wheelchair to get around, have cataracts in both eyes require to wear a neck brace, wrist braces and have other problems.You are advised that a substantial amount of the damage to my body resuklts from the prolongued, unintreruppted sessions at I.T. workstations in the early '80s and '90s.
You have very probably heard and ignored the lectures on ergonomics, safety and in the U.K. ane E.E.c the Display Screen Equipment Regulations. Ignore these at your peril or you may end up like me.
Adrian G. Lynn
Information Technology Consultant & Trainer
East Kilbride
Scotland.
You have very probably heard and ignored the lectures on ergonomics, safety and in the U.K. ane E.E.c the Display Screen Equipment Regulations. Ignore these at your peril or you may end up like me.
Adrian G. Lynn
Information Technology Consultant & Trainer
East Kilbride
Scotland.
Despite excellent perfomance reviews and hardly noticeable productivity impacts I lost 3 jobs to dicrimination - blatantly.
My sister is more visually noticeable with a disability, but it does not impact her work in the least. She can't get a job, because interviewers freak out when she comes in for the face to face visit. Now she's in business for herself doing web design work for blue chip and small companies remotely
In my case, I've been fired because "I should get a back office job, where no one would see me", or beccause an emergency operation during the Xmas/New Year's holiday "would cripple the company's aggressive project plan and they just don't want to deal with the whole disabled thing afterward", and in the last case instead of making accommodations after a serious workplace injury I was reduced to half time & half pay because my productivity level had dropped to 70%", despite giving 200% non-stop for months prior to the injury.
Most companies don't care to learn and apply ADA policies or never thought about it. Proving it in court is expensive and risky.
The problem is 100% widespread in the dot.com world. The focus is on releasing products and getting/spending money. It never ocurred to them to build a self sustainable business to last decades.
Everyone was looking to cash out within 1-2 years - org structure, policies and procedures, adequate insurance or bug free products were not priorities. In their eyes that's not business, flipping is business.
Don't let anyone tell you disabled people are legally or socially protected. We aren't. Most are afraid of seeing things they would never want to have happen to themselves.
I thank those who are enlightened, but please remember you are in the minority.
My sister is more visually noticeable with a disability, but it does not impact her work in the least. She can't get a job, because interviewers freak out when she comes in for the face to face visit. Now she's in business for herself doing web design work for blue chip and small companies remotely
In my case, I've been fired because "I should get a back office job, where no one would see me", or beccause an emergency operation during the Xmas/New Year's holiday "would cripple the company's aggressive project plan and they just don't want to deal with the whole disabled thing afterward", and in the last case instead of making accommodations after a serious workplace injury I was reduced to half time & half pay because my productivity level had dropped to 70%", despite giving 200% non-stop for months prior to the injury.
Most companies don't care to learn and apply ADA policies or never thought about it. Proving it in court is expensive and risky.
The problem is 100% widespread in the dot.com world. The focus is on releasing products and getting/spending money. It never ocurred to them to build a self sustainable business to last decades.
Everyone was looking to cash out within 1-2 years - org structure, policies and procedures, adequate insurance or bug free products were not priorities. In their eyes that's not business, flipping is business.
Don't let anyone tell you disabled people are legally or socially protected. We aren't. Most are afraid of seeing things they would never want to have happen to themselves.
I thank those who are enlightened, but please remember you are in the minority.
all of the "diversity" and "ethics" training, HR initiatives, so-called "ethics officers" appointed by management, etc., is so much window dressing with one purpose: to obsfucate the reality of the workplace and provide an emotional counterpoint and"research" delaying tactics in the certain event of the expected lawsuits... and, attorneys who run this country from congress have written these laws and settlements for notorious abusers with loopholes aplenty to ensure fat legal fees to the "brothers" back home who'll contribute their "fair share" to the election coffers of the brother crooks in congress... round 'n round it goes... anyone over 40 or disabled is SOL... if you haven't managed to accumulate pension benefits and become independently wealthy by 40, you'll need a really good cardboard box for the winter... PC really SUCKS!!!
I joined the ranks of the disabled in 1957.
I worked in the electronic telecommunications industry for 16 years, pay always at or below the bottom of the scale for entry level workers.
I taught high school for five years, saved some money, then went into business for myself. After one year, my business was bankrupt and $35,000 in the hole.
I took a temp job for a major IT employer (at greatly reduced pay because of my disability), which, after seven years of hard work, has turned intoa management position with major responsibilities on a global scale.
I have been denied very good jobs for which I was (and still am) highly qualified. At least three times, I have had to totally change my direction to stay employed. I always have to "prove" that I am better than the competition by taking low level jobs just to break through the barriers erected to keep people such as me out. And my only disability is that I cannot walk. I use a wheelchair. I can only imagine how difficult it must be for people with more severe challenges.
Even though I have found a way to make a very good living, it is like a house of cards. If I loose this job, I will have to start all over, at the bottom. I know this is true, since I have lived through this situation several times.
I don't completely agree that throwing more money at accomodations will fix these problems. The real problem for us is not the lack of opportunity. Barriers exist in the minds of many people who could hire disabled workers. They are also in the minds of many disabled people, who believe they can't succeed. So they don't try.
Nothing worthwhile comes easy, and while it shouldn't have to be this hard to find decent work, it IS this hard. But it is not impossible.
I worked in the electronic telecommunications industry for 16 years, pay always at or below the bottom of the scale for entry level workers.
I taught high school for five years, saved some money, then went into business for myself. After one year, my business was bankrupt and $35,000 in the hole.
I took a temp job for a major IT employer (at greatly reduced pay because of my disability), which, after seven years of hard work, has turned intoa management position with major responsibilities on a global scale.
I have been denied very good jobs for which I was (and still am) highly qualified. At least three times, I have had to totally change my direction to stay employed. I always have to "prove" that I am better than the competition by taking low level jobs just to break through the barriers erected to keep people such as me out. And my only disability is that I cannot walk. I use a wheelchair. I can only imagine how difficult it must be for people with more severe challenges.
Even though I have found a way to make a very good living, it is like a house of cards. If I loose this job, I will have to start all over, at the bottom. I know this is true, since I have lived through this situation several times.
I don't completely agree that throwing more money at accomodations will fix these problems. The real problem for us is not the lack of opportunity. Barriers exist in the minds of many people who could hire disabled workers. They are also in the minds of many disabled people, who believe they can't succeed. So they don't try.
Nothing worthwhile comes easy, and while it shouldn't have to be this hard to find decent work, it IS this hard. But it is not impossible.
I have worked for an organization that specialized in placing individuals with disabilities in the workplace. While working with the organization, I had the chance to meet with another organization in Pittsburgh, PA, that specializes in placing andcontract work for just IT people with disabilites. They're abilities are far beyond that of their disability. In fact, there is one individual working for this company who is nationally recognized as one of the top Lotus Notes programmers, and he is blind. I had a chance to meet with him, as he was doing a critique of the website I was designing.
Steve
If anyone would like any information on where to contact these organizations, and you are located in PA, DE, or OH, please contact me.
stever@corporate-interiors.com
Steve
If anyone would like any information on where to contact these organizations, and you are located in PA, DE, or OH, please contact me.
stever@corporate-interiors.com
While this article addresses the more serious of handicaped and disabled IT workers, let us NOT forget the equally absurd attitude regarding employing
those of us over 40. That is a handicap
too. In both cases, the handicap resides with the EMPLOYER!!!
those of us over 40. That is a handicap
too. In both cases, the handicap resides with the EMPLOYER!!!
I sometimes wonder if those of us over 40 should consider setting up a web based outsourcing business that uses our experience to provide reliable solutions to problems businesses have with bleeding edge technologies.
O-40-O would market reliableresults that can be put into place right now. Better still, pre-canned solutions could be converted into bleeding edge technology in the back office. This back office could be staffed with the over-40 tech types that are upgrading their skills.Heck, this organization could even use people with 'classic' disabilities in both the back and front office. Some federal, state and local agencies have 'affirmative action' programs that favor the disabled. If O-40-O had these as front office people AND offered a quality product, then a lot of contracts might end up with the group.
Anybody interested?
O-40-O would market reliableresults that can be put into place right now. Better still, pre-canned solutions could be converted into bleeding edge technology in the back office. This back office could be staffed with the over-40 tech types that are upgrading their skills.Heck, this organization could even use people with 'classic' disabilities in both the back and front office. Some federal, state and local agencies have 'affirmative action' programs that favor the disabled. If O-40-O had these as front office people AND offered a quality product, then a lot of contracts might end up with the group.
Anybody interested?
Given the amount of work there is for those over 40, or 50, with or without disabilities, it would be a natural for this to happen. But don't forget that it's not just those in your city or state (in my case province), but throughout the world at this time. With the downsizing that has been going on for at least the last 30 years there are many people who desire upgrading of skills, new skills, anything to remove them from the dole, or the ranks of the under-employed and mostly forgotten.
A few of us up here in the frozen north are starting to get together, but like anything else these days, time and money are the deciding factors in what is done and when.
Keep the idea and the faith going.
A few of us up here in the frozen north are starting to get together, but like anything else these days, time and money are the deciding factors in what is done and when.
Keep the idea and the faith going.
Given the amount of work there is for those over 40, or 50, with or without disabilities, it would be a natural for this to happen. But don't forget that it's not just those in your city or state (in my case province), but throughout the world at this time. With the downsizing that has been going on for at least the last 30 years there are many people who desire upgrading of skills, new skills, anything to remove them from the dole, or the ranks of the under-employed and mostly forgotten.
A few of us up here in the frozen north are starting to get together, but like anything else these days, time and money are the deciding factors in what is done and when.
Keep the idea and the faith going.
A few of us up here in the frozen north are starting to get together, but like anything else these days, time and money are the deciding factors in what is done and when.
Keep the idea and the faith going.
I agree with you that IT Pro's over 40 are all to often overlooked, especially for permenant employment. I think that most, if not all, HR people do not know what to look for when trying to fill IT positions. I think that the mindset is, "If you are young and inexperienced we can get you cheap". I am over 40, an MCSE,CCNA, A+ certified professional that usually does not get a long term, secure job because "I am OVER quallified". I am asked all to many times, "Why would you want a job like this", ex: building PC's for a new rollout, or doing network administration or desktop support. When are HR people going to realize that a lot of us that are "OVER qualified" want to get back to basics and take the stress out of our jobs. I have been a project manager for quite a few years and I realized that I was no longer happy having to start at square one every 6 months or have to go all over the country putting out fires others had created. I have 2 daughters 12 and 8 and I do not want to miss their childhood because of "The Job". I think that the one big thing that employers, HR especially, do not see is that many of us O-40-O's would like to TEACH others from our experience, by getting back to interacting with the users and clients. Let's face it, you do not get experience from a book.
It is interesting, and perhaps ironic, that companies, when offering jobs on their web sites, don't even have most of their material available in an accessible format. The web site designs have been so poor that a person with disability can't even access the information that is need to apply for the job. Then the employer has the odasyty to claim that the person with disability cannot get the job since he can't even access the info for the job posting--the job posting which was made inaccessible through the employer.
It is not a matter of technical skills, but it certainly is a matter of prejudicial behavior. I can tell you that I am a 22 year-old student who is currently receiving a BA in Enlgish. I have an A+, network+ and a MCSE. Plus, I can program in Java, C++ VB, xml, html, xhtml, etc. Hell, I can even make all of the material I produce accessible. and with all that, when I walk into the interview room, I would probably not get a job when there is someone else available who can do half of these things and still manage to make them inaccessible.
It is not a matter of technical skills, but it certainly is a matter of prejudicial behavior. I can tell you that I am a 22 year-old student who is currently receiving a BA in Enlgish. I have an A+, network+ and a MCSE. Plus, I can program in Java, C++ VB, xml, html, xhtml, etc. Hell, I can even make all of the material I produce accessible. and with all that, when I walk into the interview room, I would probably not get a job when there is someone else available who can do half of these things and still manage to make them inaccessible.
I was involved in a traffic accident which left me disabled (loss of function in left leg, some back problems, repairs to left and right shoulder and knee, repair of four breaks in my pelvis. Previous to the accident I had over 23 years computer experience, primarily hardware and operating systems. I also have advanced electronics degrees and teching credentials. During my rehab I returned to school and added MCSE, MCP+I to my credentials. After submitting over 200 job applications and resumes. attending interview in which it became obvious I could handle any aspect of the position and even provide added value through my Managment, Instructional and leadership experience. I have recieved some of the lamest excuses that I ever experienced. Example: really looking for master or batchelor degree, (my resume had been there for over two weeks in all cases and clearly states my education). That position has been withdrawn is another favorite excuse. I have not given up but anyone that believes that you have equal opportunity at age 61 with any disability has not been in touch with reality lately.
Anyone knowing of a company on the space coast of Florida that will in fact give a handicaped person who has clearly been continuing to study and stay abreast of Computers, Computer Networks and Communications please reply. I would love to be proved wrong. Sincerely rcooper@cfl.rr.com
Anyone knowing of a company on the space coast of Florida that will in fact give a handicaped person who has clearly been continuing to study and stay abreast of Computers, Computer Networks and Communications please reply. I would love to be proved wrong. Sincerely rcooper@cfl.rr.com
I'm in a wheelchair and I have a Masters degree yet No one will heir me. It seems like there scared shitless when they see the wheelchair Fraken ADA law supposed to help but made people paranoid to heir disabled people. My friend told me to leave the masters degree out of the resume. Should I?
I work for a consulting firm that provides assistive technology for blind and visually impaired workers. This is an overlooked source of excellent employees. I'm glad to see a site like IT republic helping to make employers aware.
I don't like comments such as "Disabled workers are better workers than other people" because it is not true. The fact is, disabled people are not alike. We share no common physical or mental traits.
I am disabled because of a childhood disease. Many are born with certain disabilities. Many are the result of auto accidents. These things happen to people pretty much at random. You will find the same mix of people within the disabled community as you find outside. Saying that all disabled people make better workers is akin to saying that accidents and disease affect only the best workers.
We don't need misinformation. People need to realize that disability is no more a measure of a man's (or woman's) potential than the color of a car indicates the gas mileage.
I am no different than you and my problems could just as easily have been yours. We just don't like being reminded of this on a daily basis. Until everyone's attitude changes, no amount of money and no amount of legislation will have the desired effect.
I am disabled because of a childhood disease. Many are born with certain disabilities. Many are the result of auto accidents. These things happen to people pretty much at random. You will find the same mix of people within the disabled community as you find outside. Saying that all disabled people make better workers is akin to saying that accidents and disease affect only the best workers.
We don't need misinformation. People need to realize that disability is no more a measure of a man's (or woman's) potential than the color of a car indicates the gas mileage.
I am no different than you and my problems could just as easily have been yours. We just don't like being reminded of this on a daily basis. Until everyone's attitude changes, no amount of money and no amount of legislation will have the desired effect.
Agree with your point - not all disable or enable people are excellent or good performers. All I was trying to say is "Don't over look a highly skilled worker because of a disablity." (physical, age or mental)
In a perfect world - that's the wayit would be, position based on performance and skills. Not on who you know or who you blow. But this world isn't perfect and we have to deal with HR and personal bisas's - where a disablity makes some people uncomfrontable and they will not accept them.
The people I work with that have a physical disability - are super.You cann't create laws or legistrate hiring practices. The ADA says that if you have a disablity the environment must permit you to do the same thing a person without one can do.
Attitutes need to change - but in all changes it is a slow process - I am saying no matter what your age (40+), physical or mental disablity or ability - employers need to look at the knowledge - skills - and not anything else.
Gee - another new idea - hire the best person for the job? Hum - Hey any HR Folks read these discussions - they may get an education from these - insitful people in the world ...
In a perfect world - that's the wayit would be, position based on performance and skills. Not on who you know or who you blow. But this world isn't perfect and we have to deal with HR and personal bisas's - where a disablity makes some people uncomfrontable and they will not accept them.
The people I work with that have a physical disability - are super.You cann't create laws or legistrate hiring practices. The ADA says that if you have a disablity the environment must permit you to do the same thing a person without one can do.
Attitutes need to change - but in all changes it is a slow process - I am saying no matter what your age (40+), physical or mental disablity or ability - employers need to look at the knowledge - skills - and not anything else.
Gee - another new idea - hire the best person for the job? Hum - Hey any HR Folks read these discussions - they may get an education from these - insitful people in the world ...
Just wanted to list this company for the physically impaired as another resource. I saw it on the news the other night. Maybe it's been around for a while, but maybe some folks are not aware of it. They are located in Corvallis, OR.
Do any of these discussions, laws, etc. have to with with folks who deal with issues like depression? Or is is only physical disabilities that are under discussion?
I have been a client of a state rehabilitation commision. Regarding your question on depression, The priority category 1A and 1B The differences between the two categories are "an individual with a most significant disability because he/she has a severe physical or mental impairment which seriously limits multiple functional capacities(such as mobility, communication, self-care self direction, interpersonal skills, work tolerance, or work skills) in terms of employment and for whom vocational rehabilitation can be expected to require multiple vocational rehabilitation services over an extended period of time. (Weaned off services once employed for a period of time)
Category IB states An individual with a significant disability because he/she has a severe physical or mental impairment which seriously limits at least one functional capacity.Same as above as the (such as mobility, communication self-care) An individual who has been determined to have a disibility persuant to Title II (SSDI) or Title XVI (SSI) or the Social Security Act is considered to have a physical or mental impairment which for such individuals constitutes a results in a severe physical or mental impairment which seriously limits one or more functional capacities in terms of an employment outcome. The last Priority II " An individual with a disability but not a most severe or severe disability.
This is what is written on paperwork I received and I know it is long but I hope it helps those who seek it.
Category IB states An individual with a significant disability because he/she has a severe physical or mental impairment which seriously limits at least one functional capacity.Same as above as the (such as mobility, communication self-care) An individual who has been determined to have a disibility persuant to Title II (SSDI) or Title XVI (SSI) or the Social Security Act is considered to have a physical or mental impairment which for such individuals constitutes a results in a severe physical or mental impairment which seriously limits one or more functional capacities in terms of an employment outcome. The last Priority II " An individual with a disability but not a most severe or severe disability.
This is what is written on paperwork I received and I know it is long but I hope it helps those who seek it.
Did you think about this before you sent your reply? Did you do any research before you made your reply? Is this just your opinion? I'm sure that the 40 million people that suffer from varied degrees of depression here in the United States alone would disagree with you.
RE: Member - "You are EXTRA SPECIAL!"
RE: Member - "You are EXTRA SPECIAL!"
An individual who has been determined to have a disibility persuant to Title II (SSDI) or Title XVI (SSI) or the Social Security Act is considered to have a physical or mental impairment which for such individuals constitutes a results in a severe physical or mental impairment which seriously limits one or more functional capacities in terms of an employment outcome.
The ADA defines a disability as a condition that adversely affects your ability to live your life. Depression can most definitely be a disability, and a hidden misunderstood one, too!
...affective (depression/bipolar), whatever etiology, etc. Actually,the ADA is very clear on this- an impairment becomes a disability if it affects one or more "major life activities", such as working, walking, speaking, thinking, seeing, hearing, etc.
Where employment is concerned in Title I of the Act, the barriers to employment of folk with disabilities can be addressed by measures known as "reasonable accommodations". These measures are very situation-specific solutions which need to be arrived at jointly by both employees (or applicants if that's the stage where the accommodation's needed) and employers(or hiring authorities) to be at all meaningful. The other two main parameters for job accommodations is that they can't create "undue hardship" on the employer (meaning that the measure's cost-to-benefit calculus has to make sense), and the solution can't alter the "essential functions" of the job of the worker seeking the accommodation.
Accommodations are best when they help someone get their job done, help the organization's mission, and break down barriers to employmnt and productivity that organizations may not have known they had erected or maintained. An accommodation for a worker with depression, for instance, may be as simple as some schedule flexibility around weeky or biweekly appointments for therapy or psychopharm stuff if that's what's needed. For a help-desk specialist with quadriplegia, for instance, an accommodation could involve something as simple as a different form of input device on the workstation (joystick, Dragon Naturally Speaking, whatever works...).
The key is that the solution needs to be arrived at jointly, which means that both theworker and the organization can live with the solution. This presupposes that organizations will undergo enough change in their culture where the conversation can take place without the standard blind-busdriver jokes and other predictable Rush Limbaugh/John Stossel-type crap from management which encourages break-room Neanderthals throughout the food chain.
For full-disclosure purposes, I'm 47, quadriplegic, job-hunting, and still learning boatloads of stuff.
Hope at least some of this helps.
Where employment is concerned in Title I of the Act, the barriers to employment of folk with disabilities can be addressed by measures known as "reasonable accommodations". These measures are very situation-specific solutions which need to be arrived at jointly by both employees (or applicants if that's the stage where the accommodation's needed) and employers(or hiring authorities) to be at all meaningful. The other two main parameters for job accommodations is that they can't create "undue hardship" on the employer (meaning that the measure's cost-to-benefit calculus has to make sense), and the solution can't alter the "essential functions" of the job of the worker seeking the accommodation.
Accommodations are best when they help someone get their job done, help the organization's mission, and break down barriers to employmnt and productivity that organizations may not have known they had erected or maintained. An accommodation for a worker with depression, for instance, may be as simple as some schedule flexibility around weeky or biweekly appointments for therapy or psychopharm stuff if that's what's needed. For a help-desk specialist with quadriplegia, for instance, an accommodation could involve something as simple as a different form of input device on the workstation (joystick, Dragon Naturally Speaking, whatever works...).
The key is that the solution needs to be arrived at jointly, which means that both theworker and the organization can live with the solution. This presupposes that organizations will undergo enough change in their culture where the conversation can take place without the standard blind-busdriver jokes and other predictable Rush Limbaugh/John Stossel-type crap from management which encourages break-room Neanderthals throughout the food chain.
For full-disclosure purposes, I'm 47, quadriplegic, job-hunting, and still learning boatloads of stuff.
Hope at least some of this helps.
I strongly support the idea that the disabled professionals should be accorded opportunity to work just like other professionals. In my own experience and opinion, the disabled pros are as capable, provided they are in a conducive environment that will not limit their abilities. Some hiring executives/firms have the habit of concluding right from the interviewing sessions that disabled persons are unable to prove their worth. Some use the sight of a disabled candidate as a way of disqualifying the person. Disability is not inabilty. The disabled pros/individuals are not disabled by choice. Some become disabled after an accident! Let the hiring firms/IT industries give these people a chance to make a contribution in the industry. Do not disqualify any candidate on the grounds that he/she is disabled. Give them the opportunity and discover their potential.
Can we get at least 5 of companies to make serious policy statement or re-affirmation ofproviding the best work environments that maintain the health and well-being of able-bodies and disbled workers.
If just 5 companies made a firm statement forall to hear and see, then backed them up with proof of action, then we all deserve to feel proud.
That's the best way to measure success - by hoe many have followed the leaders.
If just 5 companies made a firm statement forall to hear and see, then backed them up with proof of action, then we all deserve to feel proud.
That's the best way to measure success - by hoe many have followed the leaders.
As a disabled IT worker with 22 years experience, I've run into many pitfalls trying to get experience and full-time employment. I don't like going to "disability" organizations since they often patronize people who seek their services; I had one person even suggest I should take a data entry job for "therapy"--I had 10 years experience and a BSCS! Ask for real jobs--not "therapy" or "makework".
Other issue: I have volunteered as an IT manager for a nonprofit. When I interview at a "real" corp., I may be asked, "but what about *paid* work?" I will be livid; We don't run Fisher-Price computers nor "Microsoft Bob Professional" where I work, and no one but me is there to pick myself up when I screw up. We're proud people. Remember that.
Other issue: I have volunteered as an IT manager for a nonprofit. When I interview at a "real" corp., I may be asked, "but what about *paid* work?" I will be livid; We don't run Fisher-Price computers nor "Microsoft Bob Professional" where I work, and no one but me is there to pick myself up when I screw up. We're proud people. Remember that.
Work at home opportunities are hard enough to find if you are able bodied, but if you are disabled, almost impossible. The J. Lodge Corporation offers great opportunities for work at home for the disabled. They specialize in assisting Americans with disabilities get back into the work force.
If you need more information on the Ticket to Work Program call: 1-866-968-7842., or online go to: http://www.yourtickettowork.com/.
If after learning about your choices, and want to go to work contact J. Lodge at:: http://www.jlodge.com/careers. Hope to have you as a co-worker soon!!!!!
If you need more information on the Ticket to Work Program call: 1-866-968-7842., or online go to: http://www.yourtickettowork.com/.
If after learning about your choices, and want to go to work contact J. Lodge at:: http://www.jlodge.com/careers. Hope to have you as a co-worker soon!!!!!
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