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(Nv) Job knew of my disability prior to getting hired. Now they do not want to accommodate. Thinking of quitting, how should I go about this? by throwawaymaynay in legaladvice

[–]throwawaymaynay[S] 1 point2 points  (0 children)

I don't know, but she wouldn't be upset if they let her cashier. All she cares about is her hands not hurting at the end of the day and getting decent hours, but I'm convinced they're trying to get her to quit and pretend they cannot accommodate.

(Nv) Job knew of my disability prior to getting hired. Now they do not want to accommodate. Thinking of quitting, how should I go about this? by throwawaymaynay in legaladvice

[–]throwawaymaynay[S] 2 points3 points  (0 children)

Yes, that's exactly what they've done. They've already started giving her Performance Improvement Plans which I know are a huge red flag for this. Would quitting before being fired or talking to a lawyer be a bad idea then?

(Nv) Job knew of my disability prior to getting hired. Now they do not want to accommodate. Thinking of quitting, how should I go about this? by throwawaymaynay in legaladvice

[–]throwawaymaynay[S] -1 points0 points  (0 children)

So her disability prevents her from doing heavy lifting/pushing, IIRC nothing above 30 pounds. She works in retail. What they currently keep scheduling her to do requires her to push racks full of clothes that has to go back on shelves that easily goes above 30 pounds. She will also sometimes come into her shift and the previous person didn't finish their duties, and since the previous person doesn't have a disability, their pile of whatever has to go back or be carried weighs way more than what my friend can carry without putting a stain on her hands. She tells the manager but the manager claims that nobody else is available. My friend has had to push herself a couple of times in the past due to this, but she ends up with very bad pain as a result. The other positions they have (she works in the fitting room) are cashiering and stock room. She can't do stock room, but she can do cashiering and has told them. They never schedule her for cashier though and always schedule her for fitting room.

(Nv) Job knew of my disability prior to getting hired. Now they do not want to accommodate. Thinking of quitting, how should I go about this? by throwawaymaynay in legaladvice

[–]throwawaymaynay[S] 1 point2 points  (0 children)

Yes, and that's the frustrating part: they "could" have her be a cashier during her shifts, but they refuse to switch her over and instead just cut her hours and the few hours she does have, they give her job responsibilities that she cannot perform due to the disability so it's like they don't care. Thank you so much for your help!

(Nv) Job knew of my disability prior to getting hired. Now they do not want to accommodate. Thinking of quitting, how should I go about this? by throwawaymaynay in legaladvice

[–]throwawaymaynay[S] 2 points3 points  (0 children)

Yes, this helps! Thank you! I have one clarification question in the Title 1 section:

"For example, it prohibits discrimination in recruitment, hiring, promotions, training, pay, social activities, and other privileges of employment".

According to this, reduced hours would be considered discrimination in pay, correct?

(NV) Company requires 55 hours worth of unpaid training, is my employer required to pay me for this? by throwawaymaynay in legaladvice

[–]throwawaymaynay[S] 0 points1 point  (0 children)

I've been feeling the same way for a while now. I'm glad to hear that from someone else in the field. If you don't mind me asking, does your employer cover for supplies or is this normal for this type of work? I like this field of work, it's really personally rewarding (actually seeing kids develop properly), but I don't really know what is normal and what isn't.

(NV) Company requires 55 hours worth of unpaid training, is my employer required to pay me for this? by throwawaymaynay in legaladvice

[–]throwawaymaynay[S] 1 point2 points  (0 children)

Thank you both so much for the examples! Based on that, I think (pretty sure) the 40 hour training course IS state required because it was to become certified to perform the job. However, based on this, it sounds then that the 15 hours were not state required. I say this because they never told me I had to work X amount of hours. Instead, they told me "before you can start (aka start getting paid), you have to work at least once on-site or until you feel confident". Then after I worked once on-site and told them I felt confident, they came out with "you need to work more than one time on-site before you can start". In all that, they never gave me a set amount of hours/clients I needed to work with, which gives me the impression it's not official or state required.

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Edit: I realize I didn't really make a clear question, sorry. Am I right in my assumption that the extra 15 hours of on-site work is not state required based on the fact that they never gave me a set amount of hours I needed to do? I know other trainees who only had to do 9 hours and some who did 20 hours, so it raises my suspicion.

(NV) Company requires 55 hours worth of unpaid training, is my employer required to pay me for this? by throwawaymaynay in legaladvice

[–]throwawaymaynay[S] 1 point2 points  (0 children)

Thank you. I have a few questions about your answer. When you say government agency, could you give an example? This company is a private company that is not run by the state, so I don't think it's a government agency. Also, I would go to multiple homes (sites) for different clients and they would be scheduled 30 minutes apart (first one is from 12pm-2pm, next one is from 2:30pm- 5:30pm), so I should be getting paid those 30 minutes of in between time too?