Is there any advantage/disadvantage? Is that something that is actually a priority (reaching out to and hiring people with disabilities), or is it just required by law that they say that whole shpiel, and about it not being used against an applicant?
I figure, that page is on every application for every job in the system. If they have a quota for hiring people with disabilities, it probably wouldn't be the nurse hires that they fill it with, but job families with less risk involved in their performance and less cost involved in the training.
They can ask if you have a disability that requires accommodations. I just filled out an app today. They even quote the statute in the ada.
I dont disclose lose mine for a couple of reasons. First, I do not need special accommodations. Second, my disability has been under control for a while and I have no issues.
Also, check into SSD back to work program. They want you back to work. They allow you to transition back with part time work and still get your disability. I'm allowed a certain amount to earn and I you get to keep Medicare for up to 93 months. I looked into all of this earlier this year.[/quote
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No offense intended, but several of your statements about legal protections provided by the ADA, specifically the ADA Amendments Act of 2008 are inaccurate.
First, the ADAAA of 2008 broadened the definition of "disability" providing more legal protections for more qualified employees. ADD and many other learning disability are most certainly ADA qualifying disabilities as interpreted and enforced by the EEOC.
Second, employers are prohibited from making any disability-related inquiries prior to a job offer.
OVR is the Office of Vocational Rehabilitation. There are offices in all 50 states. They help people with disabilities get into the work force. You don't have to be ON disability to use the services, but you do have to meet certain requirements to receive the services. They have assessment and evaluation services, training programs, can provide or help fund vocational training or college, and physical accomodations to help you become employable, job search training, and placement services if they have leads that fit your needs.
It is not a quick thing, it is a process. I went to an orientation today, the first step in getting OVR services, and left with my assigned counselor's business card and was told, "If you don't hear from her within 30 days, call her."
HeatherMaizy: they asked me about my medical history AND my medications. I could have declined to answer? Do I say, "I am not required by law to answer that?
Re: keeping Medicaid for extended period: I was under the impression that I would immediately lose my medical insurance. I got a lot of looking into to do.
Jen: They are prohibited from asking, yet they all do it? Every application asks.
I returned to a job post injury where I had worked for 7 years and was told I could not use my cane. I struggled for close to 2 years and ended each shift in tremendous pain. Using a cane to get around would not have jeopardized or affected my ability to do my work as a Nurse Practitioner. If anything, it would have been better because I can walk faster and be in less pain. I finally quit. Now I am struggling to find work. At one job interview, I was asked about the cane. I don't know if that was why I wasn't hired. I have a part time job where they don't care. I have been there for 13 years and am well respected. Unfortunately, It just isn't enough hours to pay the bills.
I recently interviewed for a case mgmt WC position - the interviewer made jokes during interview that she didn't even need to speak with me as I was her favorite candidate; she even stated she had two other interveiws in the afternoon and was wasting her time - we negotiated vacation time and a start date. I was advised that she would call me. During the walk-around I ran into an old colleague that commented about how much weight I had lost - I was recently dx with DM - the interviewer asked how I did it and I advised her of my new diagnosis and what I did (She was a Master's educated RN herself). I believe once she heard my DM she, in her mind, recinded the job offer as I got a rejection letter about two months later. Is this discrimination? I don't feel I can prove anything but yet in my heart I know.
The thing is, employers LOVE hiring people with disabilities because it looks good on their Affirmative Action list. I always encourage everyone who asks me, to apply with Disability status because, in the end, it helps the employers. Even if the person in question isn't disabled, I still recommend applying as a disabled and the reason is simple: the employers can't ask! This is a really good way to provide a win-win for employee and employer.
I say milk the disability treatment AND the racial identifier question. It just makes life easier for everyone!
Specializes in Med-surg, telemetry, oncology, rehab, LTC, ALF.
On 9/9/2020 at 3:46 AM, nursesareREAL said:
Even if the person in question isn't disabled, I still recommend applying as a disabled and the reason is simple: the employers can't ask! This is a really good way to provide a win-win for employee and employer.
Why would you encourage someone who isn't disabled to identify as disabled on job applications?
Specializes in Med-surg, telemetry, oncology, rehab, LTC, ALF.
On 10/23/2015 at 11:27 AM, llg said:
A lot depends upon the nature of your disability and whether or not it effects your ability to do the job. If you say "No" and then ask for an accommodation after you get hired, you can be fired for having lied on your application.
No, you can't. The ADA protects you from employers firing you for failing to disclose a disability. The OP has no obligation to disclose and neither do you. But, if you require accommodations, then it is in your benefit to do so.
Specializes in Med-surg, telemetry, oncology, rehab, LTC, ALF.
For most job applications, there is three options: yes, no, and I choose not to disclose a disability at this time. (At least in my state, there is.) I always go with the last option. So there isn't any surprises when I show up at my employer-sponsored urgent care and we have to talk about my medications or health issues, or when I disclose them for our annual employee wellness screenings. Not that I think any of that info would have anything to do with my answer to that question. I currently do not require any accommodations, so I feel this is the right answer for me right now.
Keep in mind that saying "no" to that question right now does not mean that you cannot claim a disability or request accommodations at any point moving forward. Saying "yes" just opens the door for discussions about accommodations that you need right now. Disabilities are often unexpected and can develop at any time. So, answer as honestly as you can right now and try not to worry about it too much.
No, you can't. The ADA protects you from employers firing you for failing to disclose a disability. The OP has no obligation to disclose and neither do you. But, if you require accommodations, then it is in your benefit to do so.
You're right -- and I apologize for posting mis-information.
I would however, hesitate to outright lie about anything on an application. Even though an employer may not be able to fire you directly for such a lie, the lie may well poison your relationship with that employer. They may stop trusting you and choose to get rid of you through less direct and obvious means.
So I would choose to be honest whenever possible, particularly if you know that the lie will be discovered when you start working. If your employer can't deal with the "real you, as you are on the typical day" it's probably best to find that out in the beginning and find a job that is a better fit for the reality of your life.
JenERally
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