Recently I had an opportunity to talk about Social Security disability benefits with a group of folks ( and their families) who are all experiencing young-onset Parkinson’s Disease. Some common themes emerged from their questions. I thought this might be of interest to other folks as well, so I’m going to address their questions here.
Today, in the final installment, I’ll address an issue that was of interest to many folks who are looking ahead to the future. These questions relate to reasonable accommodation and workplace discrimination. The following is information about these concepts (with the disclaimer that my specialty is not workplace discrimination or reasonable accommodation and in individual cases, I recommend you consult a lawyer who specializes in these areas):
ORS 659A.112 is the Oregon law related to reasonable accommodation. It provides, in part that reasonable accommodation may include:
(a) Making existing facilities used by employees readily accessible to and usable by individuals with disabilities.
(b) Job restructuring, part-time or modified work schedules or reassignment to a vacant position.
(c) Acquisition or modification of equipment or devices.
(d) Appropriate adjustment or modification of examinations, training materials or policies.
(e) The provision of qualified readers or interpreters.
The state Civil Rights Division (CRD), part of Oregon’s Bureau of Labor and Industries, is tasked with defending the rights of all Oregonians to equal opportunity in employment, housing, public accommodations and career schools. The investigators, managers and support staff that make up CRD are a crucial part of BOLI’s mission: to protect employment rights, advance employment opportunities, and protect access to housing and public accommodations free from discrimination.