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Help needed concerning treatment of disabled
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<blockquote data-quote="zubenelgenubi" data-source="post: 4885143" data-attributes="member: 63706"><p>The ADA prohibits discrimination based on disabilities that can be reasonably accommodated. Clearly UPS felt the accommodations were reasonable when they hired the employee in question, and even established the accommodations. Someone needs to bring the supervisor in question up to speed, he is creating unnecessary liability for himself and the company. I would let HR know first, then educate the union on their requirement to uphold the contract where they and the company agreed to follow ADA rules and where the company agreed not to harass the employees. Then contact the EEOC and let them know you already informed the company and union about the problems.</p></blockquote><p></p>
[QUOTE="zubenelgenubi, post: 4885143, member: 63706"] The ADA prohibits discrimination based on disabilities that can be reasonably accommodated. Clearly UPS felt the accommodations were reasonable when they hired the employee in question, and even established the accommodations. Someone needs to bring the supervisor in question up to speed, he is creating unnecessary liability for himself and the company. I would let HR know first, then educate the union on their requirement to uphold the contract where they and the company agreed to follow ADA rules and where the company agreed not to harass the employees. Then contact the EEOC and let them know you already informed the company and union about the problems. [/QUOTE]
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Help needed concerning treatment of disabled
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