what right's do disabled workers have?
825060
same as everyone else
611278
Title I of the Americans with Disabilities Act of 1990 prohibits private employers, state and local governments, employment agencies and labor unions from discriminating against qualified individuals with disabilities in job application procedures, hiring, firing, advancement, compensation, job training, and other terms, conditions, and privileges of employment. The ADA covers employers with 15 or more employees, including state and local governments. It also applies to employment agencies and to labor organizations. The ADA's nondiscrimination standards also apply to federal sector employees under section 501 of the Rehabilitation Act, as amended, and its implementing rules. \n\nAn individual with a disability is a person who:\n\nHas a physical or mental impairment that substantially limits one or more major life activities; \nHas a record of such an impairment; or \nIs regarded as having such an impairment. \nA qualified employee or applicant with a disability is an individual who, with or without reasonable accommodation, can perform the essential functions of the job in question. Reasonable accommodation may include, but is not limited to:\n\nMaking existing facilities used by employees readily accessible to and usable by persons with disabilities. \nJob restructuring, modifying work schedules, reassignment to a vacant position; \nAcquiring or modifying equipment or devices, adjusting or modifying examinations, training materials, or policies, and providing qualified readers or interpreters. \nAn employer is required to make a reasonable accommodation to the known disability of a qualified applicant or employee if it would not impose an "undue hardship" on the operation of the employer's business. Undue hardship is defined as an action requiring significant difficulty or expense when considered in light of factors such as an employer's size, financial resources, and the nature and structure of its operation.\n\nAn employer is not required to lower quality or production standards to make an accommodation; nor is an employer obligated to provide personal use items such as glasses or hearing aids.\n\nTitle I of the ADA also covers:\n\nMedical Examinations and Inquiries\nEmployers may not ask job applicants about the existence, nature, or severity of a disability. Applicants may be asked about their ability to perform specific job functions. A job offer may be conditioned on the results of a medical examination, but only if the examination is required for all entering employees in similar jobs. Medical examinations of employees must be job related and consistent with the employer's business needs. \nDrug and Alcohol Abuse\nEmployees and applicants currently engaging in the illegal use of drugs are not covered by the ADA when an employer acts on the basis of such use. Tests for illegal drugs are not subject to the ADA's restrictions on medical examinations. Employers may hold illegal drug users and alcoholics to the same performance standards as other employees. \nIt is also unlawful to retaliate against an individual for opposing employment practices that discriminate based on disability or for filing a discrimination charge, testifying, or participating in any way in an investigation, proceeding, or litigation under the ADA.\n\nYou would report it to the EEOC, but has he talked to the company about this first?  Is there an H.R. person there? Why do they make him sleep at work?
330342
Depends on where you are. What country and/or state are you in?\n\nIn the United States, the EEOC is the place to start regarding employee rights questions.
320561
You have the right to a copy of anything you signed (as a condition of employment). You have a right to view your personnel file(Take an inventory of everything in it). It's supposed to be in your persnnell file.
456444
OSHA grants employees several important rights. Among them are the right to complain to OSHA about safety and health conditions in their workplaces and, to the extent permitted by law, have their identities kept confidential from employers, contest the amount of time OSHA allows for correcting violations of standards, and participate in OSHA workplace inspections.\n\nPrivate sector employees who exercise their rights under OSHA can be protected against employer reprisal, as described in Section 11(c) of the OSH Act. Employees must notify OSHA within 30 days of the time they learned of the alleged discriminatory action. OSHA will then investigate, and if it agrees that discrimination has occurred, OSHA will ask the employer to restore any lost benefits to the affected employee. If necessary, OSHA can initiate legal action against the employer. In such cases, the worker pays no legal fees. The OSHA-approved state plans have parallel employee rights provisions, including protections against employer reprisal.
44576
1.  Prison-  Depends on what he did.\n2.  Your Disability - depends on what is wrong. I just had an uncle become a quad parapoligic, one had a heart attack (three surg already) those people deserve disability.  The are not able to work.  I hope you get a fair hearing based on your disabilities.  However, you should be deserving.  Only you know that.\n\n3.  Your daughters.  SSI - that's one for the others.  I have issues with SSI.  There are deserving individuals that will never function in society.  But, there are others that could work, but choose not to.  I too have my own set of problems..... But I work.  My husbands works and I am raising my children to do their part so that I will be able to (when I am 65 and can no longer) or if some indiviual is BORN with physicall and mental challenges that will keep them unable to work.  I think the court could be stricter on the SSI ....  Get these people rehabilitated and get them to work.  You usually know those from birth who will not function in society.  There are those above the rule that develop problems later in life, but those are the unfortunate ones.
766540
You only get the rights you can afford. Disabled folk need someone to fight for their rights or get left on the wayside.
197932
That is your right to do so. However, union members have a little more security with strike formats b/c they a clause(in some unions) allowing to do so without fear of losing thier job.
365768
You can be eligable for rights under the ADA (American's with Disabilities Act.)  Your illness and recuperation could be considered an ADA covered disability.
290519
Was anything ever signed at anytime explaining their rights to do that? If not, then NO! They have no right to get into an employees personal belongings. \n\nIs there an HR department or a higher person this can be taken to? \n\nA few years ago I got very sick at work. My face was very pale, my pupils were dialated and I was sweating, the medics came, thought I had a stroke, it was low blood sugar, but that was not good enough for my supervisor, she went through my desk while I was gone, someone said that she was thinking that I was on drugs. I turned her in and HR said that she HAD NO RIGHT to do that and she got repremanded very much for it. I was taken in and drug tested but everything turned out fine. \n\nThat is personal property and if you did not sign anything saying they can search you at anytime, then it is not their right, they do not have permission to do that. That is why you sign papers. You give them authorization to do this or that. Make the manager show you the paper giving them permission to do that. \n\nThat's odd, hoped it helped
81871
Yes we're equal in every way. Being handicapped does not make a person different. So what if they can't hear us? We can still communicate with them via sign language and letters and words. Not an issue. We are still humans, still the same - it's just that the way we communicate may differ due to the barrier of sound. We still have the needs to communicate with another human being.
377584
http://www.sc.gov/Portal/Category/EMPLOYEERIGHTS
1073649
It's a group of workers who band together to protect and enhance their rights in the face of a powerful employer or group of employers.
569530
According to EOE "Equal Opportunity Employment", yes you can.  Of course I wouldn't recommend certain disabilities w/ certain jobs.  For instance (AND I'm not being mean)...I don't think if you're in a wheelchair that they'll hire you as a waiter/waitress.
200755
Getting out of the house to get to work-may need a home with a ramp or a lift.\nGetting into work again-ramp or lift may be necessary\nhaving a desk you can get a wheelchair under-you may have to lift the desk onto blocks\nBeing able to use a water fountain-may have to have one lowered so you can reach it from a wheelchair\nBeing able to get into a bathroom stall at work and needing a raised toilet to transfer into from a wheelchair or a sink high enough for the chair to get under\nAccommodation with duties that you are physically unable to do being assigned to someone else and you getting other duties you can do with your disability.\nFor deaf TDD telephone\nFor blind braille and dings on elevator so you can count the floors and get off at the right stop
633436
I think you are referring to the home office where you work. If that is the case, check the policies/guidelines which should be in a printed document for employees.\n\nAlso check employee rights in your State. Some states are "right to work" states and many states and/or companies have a policy that requires them to hold someone's job if they go to alcohol or drug treatment (detox) or if they are required by the courts to do certain things, i.e. D.U.I. class, jail time, revoked license, etc.\n\nGood luck and I hope you will not drive drunk again
268116
There is nothing really that you can do  You were an employee at will and they are free to do what they want.  If you were fired ad believe you were let go beacuse of your age or some disability, then you can contact the State for assistance.  But it is very unlikley that you have much recourse.