Starbucks Baristas: The daily grind
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Disability (self.starbucksbaristas)
submitted by Dragonsfiery
I recently got hired at starbucks and have been running into some issues. I’m in the process of getting accommodations but feel like I’ve been getting pushback from my manager. I have a muscle issue and cannot lift things that are too heavy without assistance.
She’s told me that she didn’t know about my limitations and about my disability and she’s implied that I should’ve disclosed it to her. Today, I look back at my application and I can see that I did in fact state that I have a disability. Not once before I was hired did she mention my disability. I don’t think she ever actually read it.
When I spoke to her today she pointed me to my application where I said I could do the tasks “with or without accommodations”. And asked me what I’d be telling my doctor to write for me. That if the accommodations were too much she wouldn’t need me in the store. I’m just really frustrated because she should’ve known before she hired me about my limitations as it is stated I have a disability on my application yet I’m being made to feel like I withheld information about my abilities and medical info.
I want reasonable accommodations but am scared that depending on what I ask my doctor to write or what I’m approved for, that I’m going to be fired. I’ve emailed the accommodation email line and have an appointment with my doctor to get a note, but am confused about what actions I should be taking.
She’s told me that she didn’t know about my limitations and about my disability and she’s implied that I should’ve disclosed it to her. Today, I look back at my application and I can see that I did in fact state that I have a disability. Not once before I was hired did she mention my disability. I don’t think she ever actually read it.
When I spoke to her today she pointed me to my application where I said I could do the tasks “with or without accommodations”. And asked me what I’d be telling my doctor to write for me. That if the accommodations were too much she wouldn’t need me in the store. I’m just really frustrated because she should’ve known before she hired me about my limitations as it is stated I have a disability on my application yet I’m being made to feel like I withheld information about my abilities and medical info.
I want reasonable accommodations but am scared that depending on what I ask my doctor to write or what I’m approved for, that I’m going to be fired. I’ve emailed the accommodation email line and have an appointment with my doctor to get a note, but am confused about what actions I should be taking.
StrawberryAlarmclck 7 points 1y ago
I'm sure it's a demographics question and pretty sure your SM didn't see that form. That being said, not hiring someone or firing them bc of a disability are BOTH disability discrimination and illegal under the ADA.
Kitabparast 2 points 1y ago
HR guy here.
1. How much of this is in writing?
2. To request a reasonable accommodation, have it in writing and submit to SM. Be prepared to have a doctor write a note saying what accommodation should be provided.
3. If your SM refuses, ask them if this is bona fide unreasonable. Let them know that they may have to answer to DM and Partner Resources.
If the SM does not engage in the reasonable accommodation process properly or if they don’t grant a bona fide reasonable accommodation, it would be considered an unlawful dismissal. You can sue via the state.
Corporate HATES unlawful dismissal lawsuits. Unfortunately, some SMs may think their opinions trump Corporate. In the end, it will be less trouble for the SM to grant the accommodations rather than having to justify themselves to the DM, Partner Resources, state Department of Labor, etc.
DM me if I can help further.
1. How much of this is in writing?
2. To request a reasonable accommodation, have it in writing and submit to SM. Be prepared to have a doctor write a note saying what accommodation should be provided.
3. If your SM refuses, ask them if this is bona fide unreasonable. Let them know that they may have to answer to DM and Partner Resources.
If the SM does not engage in the reasonable accommodation process properly or if they don’t grant a bona fide reasonable accommodation, it would be considered an unlawful dismissal. You can sue via the state.
Corporate HATES unlawful dismissal lawsuits. Unfortunately, some SMs may think their opinions trump Corporate. In the end, it will be less trouble for the SM to grant the accommodations rather than having to justify themselves to the DM, Partner Resources, state Department of Labor, etc.
DM me if I can help further.
spicedtear 1 points 1y ago
i have workplace accomodations and if you get them your sm has to follow it. i personally get time to check my diabetes stuff. also, make sure you’re super specific in it. they didn’t accept “I need to check my blood sugar periodically”- they made me put “I need to check my blood sugar at this time and in these situations and THIS IS A PERMANENT REQUEST”. Otherwise they think your disability is cured after thirty days. Cause, you know, most disabilities just.. vanish .. in a month
albinopigsfromspace 1 points 1y ago
Im not 100% sure but i think the disability question is for demographics mostly. I dont know if that information is available to your manager or not
purseEffphony 0 points 1y ago
What your SM is doing IS illegal. I would contact the employee help line. Definitely mention to your doctor what your SM is doing.
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