Burger King Worker Refuses Service To Deaf Man

Ohio Man claims he was refused drive-thru service because he's Deaf.

COLUMBUS, Ohio -- A man who went to the drive-thru at Burger King on Sawmill Road last Friday said he was refused service because he's Deaf.

Chris Driscoll said he recorded the whole incident on cell phone video to educate people about what the Deaf community often deals with.

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Driscoll said it started when he was at the food menu. He usually writes down what he wants on a piece of paper and drives to the first window with his order.

"When I was reading the menu, I kept hearing something coming from this box and it seemed he might be getting mad, " said Driscoll.

-- Burger King's ASL For The Deaf Community

In the video, the worker can be seen and heard saying "We didn't know you [were] deaf. We didn't know you couldn't hear. So, we have another order at the window. At the window, we have a order", but Driscoll said he couldn't understand what the man was saying.

Driscoll said he tried to give the worker a piece of paper that had his order written on it, but said he became frustrating when the worker tried to continue talking to him, because he couldn't understand him.

In another, cellphone video that Driscoll captured, the worker explains how he could read sign language and claimed Driscoll told him that he didn't care.

"He was concerned about the people behind me. There was only one car behind me, only one car and I said you don't care about me, so I don't care about them. I'm here to get food and he just refused to give me service, " said Driscoll.

Driscoll said he drove off after he was denied service and went next door to another fast food drive-thru, where he said he was able to order with no issues.

An employee at Burger King said the worker who seen in the video no longer works for Burger King, but they wouldn't say why.

Driscoll filed a formal complaint and said he got a response from Burger King. He said he was offered a free meal and got an apology.

Driscoll said fast food drive-thru restaurants should have options for the Deaf community when it comes to order.

"Perhaps they need to setup some sort of kiosk thing where they can order for themselves or use a pen and paper to better communicate with us," said Driscoll.

SOURCE - ABC 6

NOTE: The community has learned the worker could NOT read or write and he was fired for discrimination. Here's the comments on LiveLeak.

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The Deaf Decry Discrimination In Employment

Profoundly Deaf people and Hearing Impaired persons are often the last to be hired and the first to be fired.

New Vision share an article by Cecilia Okoth: "We are often the last to be hired and the first to be fired, potential employers consider our disability over our qualifications and ability to deliver on jobs." The Deaf are concerned that the job market is not fair to them a move they say has worsened their predicament.

"We are often the last to be hired and the first to be fired. Potential employers consider our disability over our qualifications and ability to deliver on jobs," Ambrose Murangira, Uganda National Association of the Deaf (UNAD) executive director, said.

According to Murangira, the lack of a policy by public service ministry to promote employment for marginalized groups makes it worse for people living with disabilities (PWDs) to get and retain any form of employment.

"We have been relegated to working in Disabled People's Organizations (DPOs) and in the informal sector because the chances of getting employed in the public service and mainstream organisations are very limited," he added.

Murangira, also a Deaf and Disability scholar was speaking at a press briefing that was attended by 20 representatives of Deaf graduates sponsored by UNAD at National Theatre early this week.

"This is double jeopardy for us because to study and graduate as a Deaf person means overcoming great odds only to be shunned by the job market," said Rogers Kadoma, one of the graduates.

According to the 2014 census, there are 1.083,456 Deaf persons in the country. However scanty information shows that around 1% are in formal employment.

Doreen Sandra Kauma the gender and vulnerable groups' coordinator at UNAD said without affirmative action, more employers will not feel a sense of obligation to employ the deaf and PWDs as a whole.

A recent Disability Rights Coalition report suggests that employees with disabilities should at all times not be less than 5% for private employers and 10% for the public service.

However the labour market in Uganda presents multiple hurdles for the deaf and PWDs to overcome if they are to be absorbed in the job market. These range from physical access, access to information about vacancies, and self-confidence of PWDs to seek out opportunities because of the unique challenges and what society perceives them as... Read More at New Vision.

SOURCE - News Vision

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Deaf News: Deaf ex-employee’s court case puts bosses on notice for behaving badly in Mississauga, Canada.

TORONTO, ON -- The Canadian Press: A long-time employee tormented by her employer and unceremoniously dumped after she went Deaf had her damages award more than doubled to $246,000 by Ontario’s top court on Thursday.

In its decision, the Appeal Court ruled the egregious nature of the company’s “heartless” misconduct warranted significantly higher damages for Vicky Strudwick.

“In the lead-up to Ms. Strudwick’s termination, she was belittled, isolated, humiliated and made to suffer the effects of her disability to the greatest extent possible,” the Appeal Court said.

“This conduct was deliberate, malicious and designed to force Ms. Strudwick to quit a job she had held for almost 16 years.”

Court documents show that Strudwick worked for Applied Consumer and Clinical Evaluations, a family-run business based in Mississauga, Ont., that recruits people to participate in focus groups. She began by doing data entry, but later instructed recruiting staff, earning $12.85 an hour.

In October 2010, she went completely Deaf - possibly because of a virus.

Court records show that Andrew Hoffman, the general manager, and a supervisor, Liz Camilleri, then began a concerted campaign of abuse against Strudwick aimed at forcing her to quit.

They not only denied her any accommodation for her disability, but actually took steps to make her life even more difficult, the court said.

In May 2011, Hoffman fired her, allegedly for pulling a “stunt” at a company event, prompting Strudwick, then 56, to sue for wrongful dismissal and abuse.

Applied Consumer never delivered a statement of defence and was noted in default.

In August last year, Superior Court Justice Grant Dow awarded her a total of $113,782 and $40,000 in legal costs. Strudwick appealed the damages award as too low, while Applied Consumer - which has about 80 employees - argued the legal costs award was too high.

The Appeal Court affirmed the costs award, but found Strudwick deserved much more by way of damages given the “cruel” treatment to which her bosses had subjected her.

Examples included giving her instructions while preventing her from lip reading, then calling her stupid. They refused to let her turn her desk around so that she could see people as they approached.

“In the immediate lead-up to her dismissal, Ms. Strudwick was confronted in front of an estimated 13 other employees, yelled at and called a ‘goddamned fool’,” the Appeal Court stated.

Hoffman, who would later himself be fired, gave her a termination letter and a cheque for three months’ pay. When she refused to sign a release, he took the cheque back and had her marched out of the building in front of her co-workers.

Applied Consumer, which claims to foster an environment of “empowerment, engagement, fairness and responsibility,” then claimed she had been fired for insubordination and wilful misconduct - a tactic that delayed her access to employment insurance.

On appeal, Strudwick argued for more than $1 million, but the court said its hands were tied by her initial statement of claim, which sought $240,000 plus an amount for loss of benefits.

The Appeal Court said she deserved her full claim for damages in light of the “malicious and heartless” treatment meted out to her. It also awarded another $20,000 in costs for the appeal.

SOURCE - BlackBurnNews

Teachers of Iowa School for the Deaf Face Firing

Deaf News: Exclusive interview with Deaf teachers of Iowa School For The Deaf face firing: NBC report.

COUNCIL BLUFFS, IA -- Teachers with a combined 40 years’ experience have been suspended and could be fired at the Iowa School for the Deaf. The teachers are shocked and question the motive and timing of the personnel action.

Despite a bad report card on their teaching techniques, Tina Murdoch and Tricia Tighe say they never failed their Deaf students.

"Both of us put our heart and our soul into that school. We both were there on Sunday nights," said Murdoch. Though Iowa School for the Deaf Renewed their contracts last summer, both teachers received termination notices about four months later.

Tighe said, 'I'm really upset. They gave me a contract I don't know why they're firing me.”

Tighe taught four special education students and Murdoch had a class of Deaf fifth graders both teachers received similar letters recommending termination.

The letters contain a laundry list of at least two dozen reasons why administrators feel the teachers have short comings in the classroom; among the reasons school administrators cited failure to use methods to monitor student learning, failure to demonstrate competence in content and failure to enhance academic performance.

"After 25 years they're saying I'm not meeting teaching standards that I was meeting before. It does not make any sense," said Murdoch.

Tighe’s mid semester suspension also caused elementary aged special education students to be moved into the high school. That concerns the 7-year-old’s grandmother Kitty Eisenhauer.

"She has a new teacher, a new building a new environment and she's in the with high schoolers, I don't really care for that," said Eisenhauer.

A regents spokesman tells Six On Your Side the second grade class is in the high school, but they’re in their own room with no high school students except for a well supervised 45 minute period.

They are constantly supervised and safety is of primary concern, but Kitty says moving class after removing the teacher affects a special needs seven year old. She said, "Yes I have questions about why. Were there problems because I felt they were both great teachers."

The regents who oversee Iowa School for the Deaf won't comment on personnel matters. But two teachers can't suspend their feelings and say the recommend firings are a bad sign for the Deaf students they taught.

SOURCE - WOWT

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Starbucks Sued For Discrimination Deaf Employee

Starbucks sued for allegedly discriminating against Deaf staff.

PHOENIX, AZ -- The American Genius: Having a product that is in demand is vital, but maintaining quality help is the very bedrock of successful companies. A business, even the most reputable one, cannot make an impact without respectable, pleasant and reliable employees.

Regulars get used to seeing helpful, friendly faces and before you know it, instead of merely stopping by a coffee shop to grab your favorite cup of joe, a connection is made. Patrons become invested in the success of the company because they’re invested in the relationships they’ve fostered with the staff.
And so the cycle begins.

This is the type of emotional correlation that breeds success, but these connections can only occur when employees are valued and supplied the proper modifications at work. With that being said, shame on you, Starbucks.

Obviously, most of the adult world couldn’t function without their java, but that doesn’t give companies like Starbucks a pass on providing disabled employees proper accommodations.

Laura Roberts, a Starbucks employee for seven years, has filed a lawsuit against Starbucks. She claims that the store fired her in retaliation after she repeatedly asked for American Sign Language (ASL) accommodates.

Roberts, who has been Deaf since infancy, requested interpreters during staff and training meetings on various occasions.

She can read, and during her employment relied on a printed schedule for her hours. She also utilized her ability to lip-read in order to serve customers.

After a managerial transition, she was denied a printed schedule, and required to read her schedule from a posted list. Thus, limiting her ability to understand the hours she was required to work... Read The Full Story.

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