First, we should have support services and healthcare available to people who need it. We should have job training, and occupational therapy, and every employer should be prepared to make accomodations for any qualified employee who may have a disability. We don’t have that, but supervised labor camps are not a solution. Employment and care are two separate things.
Second, non-profits operating as a care provider are not subject to employment laws. They do not have to pay patients minimum wage.
Third, the person bagging groceries, tearing ticket stubs, and pushing carts deserves a living wage, and if they were paid properly, they might not need to rely on their parents for care. They might choose to live at home, but they could contribute to their expenses, their healthcare costs, transportation costs, and set aside money for retirement. Parents tend to die before their kids, and then what happens? Paying them peanuts to watch them during the day is not assistance, it’s exploitation.
every employer should be prepared to make accomodations for any qualified employee who may have a disability. We don’t have that
Employers are required to make reasonable accommodations for disabilities. Not every position/disability combination necessarily has a reasonable accommodation that can be done (a quadriplegic probably couldn’t be a baggage handler, for example) but I think you realize that with your “qualified” employee qualifier
No excuse was given. I don’t think you comprehended my comment. I literally said I was not talking about the very people you mentioned. I also said their care should not be contingent on the work and that my concern was making sure of that when changes are made.
I don’t buy that excuse, though.
First, we should have support services and healthcare available to people who need it. We should have job training, and occupational therapy, and every employer should be prepared to make accomodations for any qualified employee who may have a disability. We don’t have that, but supervised labor camps are not a solution. Employment and care are two separate things.
Second, non-profits operating as a care provider are not subject to employment laws. They do not have to pay patients minimum wage.
Third, the person bagging groceries, tearing ticket stubs, and pushing carts deserves a living wage, and if they were paid properly, they might not need to rely on their parents for care. They might choose to live at home, but they could contribute to their expenses, their healthcare costs, transportation costs, and set aside money for retirement. Parents tend to die before their kids, and then what happens? Paying them peanuts to watch them during the day is not assistance, it’s exploitation.
Employers are required to make reasonable accommodations for disabilities. Not every position/disability combination necessarily has a reasonable accommodation that can be done (a quadriplegic probably couldn’t be a baggage handler, for example) but I think you realize that with your “qualified” employee qualifier
No excuse was given. I don’t think you comprehended my comment. I literally said I was not talking about the very people you mentioned. I also said their care should not be contingent on the work and that my concern was making sure of that when changes are made.