Couple of suggestions: In my Hospital our President welcomes hearing from employees-last year he wrote a one-page apology memo to employees because on an "ice cream" social day, there were no Ben & Jerry Cherry Garcia ice cream bars at the main campus. I know he would respond positively to your problem. We have at one of our buildings a reserved parking place for a wheelchair-bound employee right at the door specifically for him.
Second, if there is a Risk Management department they might be able to help. They want to make sure employees and clients are physically safe and that they not pay out for slip and fall claims. You might want to contact them as it could have a direct impact on avoiding a claim and an increase in premiums.

I had my ADA meeting this week. It could be considered an initial dialogue; they made no committments, but it was obvious to me that they need to read the ADA regulations; their responses were very weak and I don't think would hold up if I lodged a complaint. But I'm just going to take it slowly and not be threatening or they'll find some other reason to fire me, but they are on notice and I'm documenting everything.

It is so sad that until a disability "happens" to them or a close friend/family member, that is when the "establishment "will make sure the disabled are respected.

Keep your chin up,
Dew

thanks for thinking of me.

The company I work for is to small to have a risk department. Our human resources is only one woman. She is unfriendly and won't do anything she doesn't have to.

I don't think there is anything I can do except turn them in to ADA -- which I think would cause me to lose my job.

I have documented as best I can, just in case I DO fall and get hurt.

But I am going to do everything I can to keep from falling.

Thanks again
Jules

Jules -

You say that she won't do anything that she doesn't have to - BY LAW SHE HAS TO PROVIDE YOU WITH A PARKING SPOT. Have you mentioned to her yet that you need a spot? If you have, and she ignores you, you might just want to quietly tell all your working buddies how you are being treated. You may be surprised how quickly word spreads. That might create a bit of a uprise. Most of us dislike seeing people being treated so unfairly.

Do you have a lawyer? Not to threaten the company with, just in case you fall.

Sandy

You may want to go to www.ada.gov to read the current law and there is a Q&A that's also helpful. I believe your asking for a designated handicapped parking place would be considered a reasonable accommodation (RA) under ADA. Keep up the documentation. While it's against the law to take retribution, we all know there is alway's a way for employer's to find a way to fire someone, but they do need to make sure it's for a documentable valid reason or they'll find they're having to explain to the EEOC if there is any reason to think it's related to requesting a RA.