DEQ ADA Violations

Any DEQ employee could face a similar situation at any time, and it is imperative that those who require accommodations are treated fairly and in full compliance with the law. DEQ must cultivate an environment where all employees feel supported and empowered to contribute, regardless of their need for accommodations.

Thank you for standing for our rights as union employees and voicing our concerns.

If they won't allow the use of a cane for someone with mobility issues at a VIP station; I would hate to see how they'll treat an inspector or another personel that regularly travel as part of there duties.

If a cane improves this persons mobility, let them have it…I’m very surprised this is even an issue.

Do the right thing

HR must move forward with an ADA individual assessment. Other state employees use a cane while working from home; if this person wants to work with a cane, can do so safely, and pass an ADA individual assessment, they should legally be allowed to work.

While I don't work at a VIP station, I've walked around to plenty of them, as a DEQ employee and a registered car owner. I can't imagine how a cane would be a safety issue. We allow customers to use their canes when they step out of the cars to submit their paperwork and submit a fee, don't we? In addition, it should not take HR four months and counting to manage this request properly. We say we want to be an anti-racist and inclusive agency. It's time to walk the walk.

I wonder if age discrimination may also be at play here?

As an VIP inspector myself Ii can speak to the duties of the job. There is no safety issue that I can see if I were in need of a cane. I think this person should not be denied a reasonable accommodation. No one should be discriminated against for a disability that they have. Again using a cane in the lanes is not a safety issue and should be allowed period.

How this employee is being treated is dangerous, illegal, and immoral. It's absolutely absurd that an accomodation that's available in the offices is unavailable to our VIP staff.

Please allow employees reasonable accommodations to do their work.

This individual deserves a timely response to their request, especially as they are going through the proper channels.

I hope they are able to return to work with the use of their cane!

This is a direct violation of ADA. A walking cane is a reasonable accommodation.

ADA Law was in-acted to provide greater assistance to those with special needs and as human beings, we should be doing more to help those that are less abled. Any of us can become less abled at any time. If a basic accommodation can be made for someone needing assistance like a cane to do their job, DEQ owes the state and the overall public by being a better government entity and treating its employees fairly when a reasonable accommodation can be made to keep someone employed as a valued employee and contributor to society and the goals of achieving better air, land and water quality for the PNW region and those beyond. Please follow the required ADA law and provide a reasonable accommodation for someone who wishes to continue to be a valuable employee to DEQ and public servant to the residents of Oregon and the greater PNW. DEQ is a legal enforcer, it should also follow the laws closely when it comes to retaining valued staff. Thank you for listening and considering this petition.

I have seen how VIP employees were treated unfairly. Please let the person exercise their human rights by upholding their request for the ADA accommodations.

It is unacceptable for HR to discriminate and ignore policy and law. Please get this person the help they need to do their job! Treat us with respect and care!

Please rectify this unacceptable situation immediately.

This is completely unacceptable. As an employee of DEQ, I am truly disappointed in how HR has handled this. We are not exempt from federal law!

Why is this hard?