Conference 7.286::digital

.0>         Comments, 'boxers?
        
        This is NOT the SOAPBOX.  The SOAPBOX is on DSSDEV.  However,
        your topic is a very reasonable one for this conference.
         
.0>         It has been brought up to Personnel, OEO/AA, etc. about this
.0>         problem, and all they can do is point at somebody else, and
.0>         say, "it's not our department, not in our budget" etc.
        
        This is why there's an "open door" policy in the corporation.
        You've identified a real problem, which is the inconsistency
        in treatment that's accorded the handicapped due to the lack
        of a consistent personnel policy.  This is a problem that goes
        beyond any one cost center or manager.  When the people you've
        approached about this problem "point at somebody else", are
        they pointing you up the management chain (e.g., to John Sims,
        the VP of Personnel)?  Or are they pointing you off to some
        other department?  What level have you been working with --
        the people in your facility, or the corporate level offices?
        
        The relevant phone numbers are listed under "Personnel Department
        -- Corporate" in the Digital Telephone Directory.  If you can't
        get help working from the bottom up (which is how things SHOULD
        work), then you can always try working from the top down.  John
        Sims' number is DTN 223-7243; his office is at MLO12-1/A51. 
        
        Tom

re: .1 -- the note was originally posted in Soapbox, and I suggested
it might be appropriately posted here.  I'm sure the salutation was
inadvertently repeated.

In addition to making Dec accessable to our employees, we could do more
in product development.  The Apple Macintosh, for example, contains a
bundled "Easy Access" application that allows movement-limited people
to use the mouse and keyboard.  (Using the Macintosh often requires
moving a mouse, pushing the mouse button, while simulataneously
pressing one or more keys.  The Easy Access application allows this
to be done sequentially.

Unfortunately, there doesn't seem to be a central focus for development
of accessable products.  For a while, the DECtalk group had a person
working in this area, but I don't think that's still the case.

Martin.

    First, my apologies about the "boxers" prompt.  I'd posted the note
    over there first, and was referred here, but forgot to modify that
    last line...
    
    Mostly what seems to be happening is that they're pointing crosswise.
    Personnel points at AA/OEO, who points at Health Services, etc.
    
    The lack of centralization really seems to be a major part of the
    problem; with so many managers, so many facilities, so many cost
    centers, the round robin routine is an easy way to go.
    
    My manager has been great about providing interpreters for necessary
    functions (staff meetings and the like).  However, it's the extras,
    such as training classes, IDECUS, seminars, etc. that really kill
    the budget, since these are the expensive "extras" that are available.
    
    To give you an idea of the amount of money involved here, say I'm
    taking a course thru Educational Services.  From what I understand,
    the cost tends to be about $100 a day for each day in the course.
    
    Ok, if it's an all-day thing, one interpreter will not suffice,
    as he/she will tire.  If the meeting is over 2.5 hours, then two
    interpreters are scheduled, and they switch off every thirty minutes,
    with the "non-signing" one backing up, in case the one on duty missed
    something.
    
    Interpreters (good ones, and a technical presentation requires a
    good one) tend to charge in the area of 20-25 bucks an hour, depending
    on experience and certification level.
    
    Ok, for a three day course, the course itself will cost about $300,
    and the total cost for the interpreters will be $960 or more. (That's
    two interpreters, 8 hours a day, three days.)  For that price, the
    CC manager could have sent a total of four other people...
    
    I think another problem with getting all this centralized is that
    the level of support is a bit low.  There's maybe 9 deaf DECies
    in Eastern Mass, and the whole beaucracy to move.  
    
    Contacting the head guy is a bit much, me thinks.  Isn't that a
    rather big step?
    
    Another problem is that the coordinator herself has been pushing
    for this kind of support, but since she's the one who will be receiving
    the funds, it looks a bit like she's working for herself.  Asking
    for the corporation to establish a fixed place/position, with some
    guaranteed time/pay involved for coordinating activities is asking
    for them to create her a job, and as a result, she hasn't met with
    a whole lot of success.
    
    I'm curious if there are any other handicapped out there, and if
    so, how were their services provided, and what were they?  Digital
    seems to have a surprisingly small number of deaf employees, given
    its total size - I'm curious what the status is for other handicapped.
    
    Bill.

        I hope we will hear from some other handicapped people.  In any
        case, all the organizations that you say you've been talking to
        pretty much (possible exception being Health Services, I'm not
        sure) report into John Sims.  What you probably need to do is go
        back where you started (locally), tell them you've been around the
        chain (even if you never actually got pointed back to them), that
        you're getting the run-around, and you want to talk to their
        management.  If this gets nowhere (and it might not, although it
        should), and you've run into a road-block, THEN it's time to go to
        the VP, because you're running into a problem in his organization
        that should be fixed, and he needs to know about it.  (Be sure to
        point out that he should not shoot the messenger, and it will help
        if you've kept a record of who you've talked to and what they told
        you to do.) 
        
        Tom

    I really feel that the disabled have a right to employment in the 
    mainstream of society.  I also feel that a company takes on a 
    responsibility to the disabled individual when they are hired.  The 
    responsiblity is the same as the one they take on when they hire any 
    individual. The company must provide an environment that is conducive
    to productive work but also to the growth of the individual.  

    Digital as a company must realize that it is simply not enough to
    hire a disabled individual (or for that matter any individual) 
    without helping to provide solutions to the special problems
    they face in the work place.  We are company of intelligent,
    sensitive(?) people working with the leading edge of technology.
    I'm sure we can work soemthing out.
    
    
    -Lauren
    

    I agree that the number of deaf DECies seems low.  I'd noticed that
    there didn't seem to be many people with obvious disabilities around;
    I don't think I've seen a wheelchair or leg brace in the 7 months
    I've been here.

    Could it be that the fact that hiring the disabled burdens the hiring
    CC manager have resulted in corporate-wide discrimination?  It's hard
    to blame the CC managers - their review is tied to their expenses.

    Don't focus just on help for the deaf.  Put together a case for DEC's
    handling of handicaps in general.  I would hope that this has been
    an oversight, and something will be done.

    Beverly

    There are several people who happen to use wheelchairs in the Boxboro
    Littleton area. 

    Surprised there has been no response from any of the Atlanta people
    who worked with the Georgia Computer Programmers Project - an
    organization that retrains handicapped individuals to become
    programmers.
    
    About 2 years ago we employed a number of their graduates on a
    temporary basis for a few months.  Included blind, wheelchair bound
    and other handicapped individuals.  We worked closely with the Project
    to set up facilities - correct work surface heights, access for
    wheelchairs, restrooms and dog walking areas.
    
    The effort was very successful and some of the individuals were
    hired as full time employees.
    
    You may want to contact the Personnel and SWS organizations in Atlanta
    (the Southeast District).
    
    	-Barry_who_was_proud_to_be_involved-
    

Re: .-1

	DEC has won at least one, if not two or three, "Handicapped Employer of 
the Year" awards in Atlanta.  CSC is the bulk of the population, I think.


BTW:
	Sorry for the response delay, Barry, but a Braves double-header
occupied me tonight! 

    FWIW:  We, here in the CSC, have (that I am aware of) 2 totally blind
    employees, 1 other employee who is legally blind though he does see
    silhouettes, 2 employees restricted to wheelchairs, and a few who are,
    at least, legally handicapped judging from the handicap emblem on their
    automobiles.  All appear to be performing their work duties quite well.

    To my knowledge, there are no deaf employees here.
    
-Andy

    re: previous notes on CSC
    
    Is the funding for these individuals coming out of their CC manager's
    pockets, or is it DEC-Atlanta who's footing the bill? 
    
    Is the equipment for the blind attached to them personally, or is
    it the property of their CC?  Do they take it with them when they
    transfer to another department or location?
    
    I agree that we should not limit this to deaf people.  However,
    I'd like to point out a few things.
    
    With the visually impaired, and the motion impaired, the cost is
    a one time thing, setting up the office, buying the equipment, etc.
    With the deaf, they require no immediate special equipment (except
    for the TDD for the phone).
    
    Granted, the devices for the visually impaired are expensive; however,
    interpreters will be a continuous drain on the CC...  A bit harder
    to pull off; a big one-time expense is easily accounted for, but
    a hole in the ground is harder to justify...     
    
    If the person is an FTE, then what with Digital's way of footing
    the bill for additional education (they pay for your M.A., right?)
    then that also brings up the issue of who pays for the interpreters
    for THOSE classes as well...     
    
    Keep these responses coming; they are already being acted upon,
    but more information is still needed.
                                             
    Bill

    I have no idea who actually funded the equipment nor do I know if the
    equipment is attached to them personally or the property of the CC.  
    
    My own assumption is that it is property of their CC (not personal
    property), it moves with the individual as they move and, in the event
    the move involved changing CC's, the new CC takes ownership.  This may
    be an idealistic view of how things should work but I've not heard of
    any past problems. 

    I can see how unique being deaf is to this situation but, unfortunately, 
    cannot offer any examples of what is done here or elsewhere.

-Andy

    It seems to me that special equipment for the physically challenged
    should, for accounting purposes, belong either to the individual or to
    the Corporation, but not to the cost center.  As things stand now,
    there is a problem.  I have heard of cost center managers who paid for
    some special equipment (an orthopedic chair, say), then refused to part
    with it when the employee transferred.  This is bad for the individual,
    who must do without, or the Corporation, if a second piece of equipment
    is purchased.
    
    Also, I wonder if there would be grounds for litigation if a
    cost-center manager refused to pay for such equipment?

    A cc manager refused to part with an orthopedic chair?

    That's really, really poor form!
    
    My inclination would be to take it to the new cc anyway, and let the
    old manager make a fool of himself trying to get it back. 

    Gee, just a thought re: 551.0 -- have you tried anyone in Valuing
    Differences?  Their function is different than EEO/AA.  The EEO/AA
    people seem more centered around the corporate data (i.e., whether
    we're meeting geography standards, etc., etc.).  The Valuing
    Differences people are more in-tune with making sure the corporate
    *philosophy* is going the right way.
    
    The first name in Valuing Differences that comes to mind is Barbara
    Walker (I used to be her secretary).  There are others, but my mind
    has drawn a blank.  Barbara might not be the right person (I hear
    rumor her function has changed somewhat), but she or her secretary
    can no-doubt give you some very helpful pointers.  (let's see, other
    names just came to mind:  Jacob Herring and Lisa Brown -- they were
    doing Valuing Differences stuff when I worked in the department)
    
    
    Good luck.
    
    

    Also Pat(ricia) Wiklund at HAVOC::Wiklund.
    

    I suggest that another note may also be appropriate info for everyone.
    That is a physically challenged note at CXCAD::PHYSCHALLENGED