Disabled And Limbless Veterans
Proudly Present
Veteran’s Comedy Night
Event Information
When?
Monday November 10, 2014
The show starts at 7:30pm
Doors Open at 6:00pm
Where?
Timothy’s225 Newbury Street, Route 1
Danvers, MA 01923
How Much?
Tickets: $30.00
The Show is Featuring:
Tom Gilmore
Jimmy Tingle
Mike Donovan
and
A Special Guest Appearance
For More Information Call:
Mike: 781-352-3575
or
Dom: 617-538-3632
You see them in parking lots, bathrooms, license plates and public transportation. It’s easily recognizable, yet most don’t think about them too much. It’s the handicap symbol, and in New York it’s getting a fresh look after 45 years.
What started as an illegal art project in Rhode Island by Sara Hendren and Brian Glenney soon transformed into a movement for change recognized by the government. Their original idea was to liven up the “stiff, robotic” look into a more active and human looking symbol. The message is to get away from presenting the look as a disAbility, and rather show that it is still a person in the chair who is still moving forward.
Inspiration for Mobility
An attempt to change the symbol in 1994 was proposed but failed. However, it did succeed as the inspiration for the new design, which was built on a grass-root platform spreading awareness through the right routes to reach real change. The biggest adopter so far is the state of New York, which signed the change into law by Governor Andrew Cuomo. In addition, NFL team Jacksonville Jaguars, the Boys and Girls Club in South Boston, and the Museum of Modern Art had all also updated their handicap logos to the new look.
The language of the symbol is also making a change. Using the word accessible now rather than handicap presents a more positive light on the symbol and thought process alike. The specific look of the logo now has the person leaning forward with arms back and wheel accented to appear spinning so that the overall appearance shows motion.
Handicap Symbol Represents Movement
No movement comes without concerns however, and the main issue presented with the Accessibility Icon Project is that it resembles an athlete and doesn’t represent the disabled as a whole. Though true from this perspective, the designer Sara Hendren pushes to move the focus away from a literal interpretation to its symbolism. The movement is not solely about a new look, but brings attention for us to take action and rethink disAbility in society.
Only time will tell if the project will gain national or even worldwide change. What is known though is that it starts conversations and gives people a new way to look at those different around them.
Going out in public is often riddled with obstacles for people with disAbilities. While this is largely due to inaccessible structures like stairs and narrow doors, so many unnecessary barriers are created by able-bodied people who place themselves where they shouldn’t be. That’s not to say that someone with a disAbility has special privileges. Rather, reserved access locations are intended to give people with disAbilities equal opportunities to experience the world around them. Here are some accessible places where able-bodied people should not be:
Handicap Parking Spaces
By far, the most frustrating obstacle put in place by able-bodied people is parking illegally in handicap accessible parking spaces. Though often thought that handicap parking is one of the “perks” of having a disAbility, the reality is that it’s a necessity, not a convenience. Most people with a disAbility get around in a wheelchair accessible vehicle that’s adapted with either a foldout/in-floor ramp or a lift so they can easily get in and out of their vehicle. If they don’t have access to a parking spot with enough space, there is literally no (safe) way for them to get out of their vehicles, which directly prevents them from getting where they need to go.
There are countless times when entering many parking lots that you’ll find that the only accessible spots are occupied by someone who doesn’t have a proper license plate or a permit. It is also common that vehicles park illegally in the white/blue lines next to the accessible spots making it impossible for the owner to access their vehicle which leaves them stranded.
Parking illegally in a handicap spot denies an important means of access to all people who legitimately need the accessible spaces. Able-bodied people have an entire parking lot full of spaces to choose from; disabled people usually only have a few accessible spaces. The accessible spaces are not there for the convenience of people who are lazy, or for people who claim they just needed to run into the store for a second. Illegal use of any part of a accessible parking space is inexcusable in any situation.
Accessible restroom stalls
While using the restroom at multiple locations you will find that most stalls are empty except the accessible one. Able-bodied people see the big, roomy bathroom open and are drawn to it; it’s understandable not wanting to be cramped into a small stall. However, using accessible bathroom facilities, especially when others are available, does demonstrate that people with disabilities aren’t in society’s conscience as being just as likely to be out in public as non-disabled people.
If every other stall is taken, it’s obviously okay to use it. But since people with disAbilities cannot physically get into regular sized restroom stalls, it’s not asking too much for able-bodied people to leave the one accessible bathroom option open when there are five other empty ones that are readily available.
Accessible shower stalls
Much like accessible bathroom stalls, there’s usually only one accessible shower facility in places like shared college dormitory restrooms and gym locker rooms. The accessible stalls are roomier and they often have a fold-down seat attached to the wall. Although this may be tempting for non-disabled people who want a shower with room to dance around or have a place to rest tired feet the accessible facilities are not intended for the convenience of able-bodied people.
Apparently, this is a hard concept for people. Frequently you’ll discover that every shower stall is empty except for the accessible one. Unfortunately it seems that able-bodied people see accessible showers as a luxury, rather than realizing that they are a necessity for disAbled people.
Accessible dressing rooms
Most stores have a large dressing room that qualifies as “accessible.” Unfortunately, they are rarely, if ever, properly labeled or guarded by store employees. Hence, some of the worst offenders of able-bodied people who block public access are the ones who use accessible dressing rooms.
Some people who actually need the accessible stall have to wait for 15-20 minutes (give/take) while able-bodied people take their time in the only accessible dressing room, even though several other regular dressing rooms are available. Able-bodied people need to realize that they have fifteen dressing rooms to choose from while people with disAbilities, that actually need an accessible room, only have one option.
Respect Accessible Spaces
If you don’t have a disAbility, then next time you just have to grab a gallon of milk or try on a bunch of shirts, please reconsider and don’t take up the only reserved accessible places. Leaving accessible places open for the people who truly need them is a super simple way to promote inclusion and acceptance of the disAbled community.
Disability discrimination occurs when an employer or other entity covered by the Americans with Disabilities Act, as amended, or the Rehabilitation Act, as amended, treats a qualified individual with a disability who is an employee or applicant unfavorably because she has a disability.
Disability discrimination also occurs when a covered employer or other entity treats an applicant or employee less favorably because she has a history of a disability (such as cancer that is controlled or in remission) or because she is believed to have a physical or mental impairment that is not transitory (lasting or expected to last six months or less) and minor (even if she does not have such an impairment).
The law requires an employer to provide reasonable accommodation to an employee or job applicant with a disability, unless doing so would cause significant difficulty or expense for the employer (“undue hardship”).
The law also protects people from discrimination based on their relationship with a person with a disability (even if they do not themselves have a disability). For example, it is illegal to discriminate against an employee because her husband has a disability.
Note: Federal employees and applicants are covered by the Rehabilitation Act of 1973, instead of the Americans with Disabilities Act. The protections are mostly the same.
Definition Of Disability
Not everyone with a medical condition is protected by the law. In order to be protected, a person must be qualified for the job and have a disability as defined by the law.
A person can show that he or she has a disability in one of three ways:
Disability Discrimination & Work Situations
The law forbids discrimination when it comes to any aspect of employment, including hiring, firing, pay, job assignments, promotions, layoff, training, fringe benefits, and any other term or condition of employment.
Disability Discrimination & Harassment
It is illegal to harass an applicant or employee because he has a disability, had a disability in the past, or is believed to have a physical or mental impairment that is not transitory (lasting or expected to last six months or less) and minor (even if he does not have such an impairment).
Harassment can include, for example, offensive remarks about a person’s disability. Although the law doesn’t prohibit simple teasing, offhand comments, or isolated incidents that aren’t very serious, harassment is illegal when it is so frequent or severe that it creates a hostile or offensive work environment or when it results in an adverse employment decision (such as the victim being fired or demoted).
The harasser can be the victim’s supervisor, a supervisor in another area, a co-worker, or someone who is not an employee of the employer, such as a client or customer.
Disability Discrimination & Reasonable Accommodation
The law requires an employer to provide reasonable accommodation to an employee or job applicant with a disability, unless doing so would cause significant difficulty or expense for the employer.
A reasonable accommodation is any change in the work environment (or in the way things are usually done) to help a person with a disability apply for a job, perform the duties of a job, or enjoy the benefits and privileges of employment.
Reasonable accommodation might include, for example, making the workplace accessible for wheelchair users or providing a reader or interpreter for someone who is blind or hearing impaired.
While the federal anti-discrimination laws don’t require an employer to accommodate an employee who must care for a disabled family member, the Family and Medical Leave Act (FMLA) may require an employer to take such steps. The Department of Labor enforces the FMLA. For more information, call: 1-866-487-9243.
Disability Discrimination & Reasonable Accommodation & Undue Hardship
An employer doesn’t have to provide an accommodation if doing so would cause undue hardship to the employer.
Undue hardship means that the accommodation would be too difficult or too expensive to provide, in light of the employer’s size, financial resources, and the needs of the business. An employer may not refuse to provide an accommodation just because it involves some cost. An employer does not have to provide the exact accommodation the employee or job applicant wants. If more than one accommodation works, the employer may choose which one to provide.
Disability & Medical Exams During Employment Application & Interview Stage
The law places strict limits on employers when it comes to asking job applicants to answer medical questions, take a medical exam, or identify a disability.
For example, an employer may not ask a job applicant to answer medical questions or take a medical exam before extending a job offer. An employer also may not ask job applicants if they have a disability (or about the nature of an obvious disability). An employer may ask job applicants whether they can perform the job and how they would perform the job, with or without a reasonable accommodation.
Disability & Medical Exams After A Job Offer For Employment
After a job is offered to an applicant, the law allows an employer to condition the job offer on the applicant answering certain medical questions or successfully passing a medical exam, but only if all new employees in the same type of job have to answer the questions or take the exam.
Disability & Medical Exams For Persons Who Have Started Working As Employees
Once a person is hired and has started work, an employer generally can only ask medical questions or require a medical exam if the employer needs medical documentation to support an employee’s request for an accommodation or if the employer believes that an employee is not able to perform a job successfully or safely because of a medical condition.
The law also requires that employers keep all medical records and information confidential and in separate medical files.
This year’s theme is “Because We are EQUAL to the Task.” This theme mirrors the reality that people with disabilities have the talent, education, desire, training, and experience to be successful in the workplace.