Illinois For some time I've struggled with a hearing loss. I've previously had issues with my employer providing me with help for my disability. In January I submitted request asking for additional assistance. At the beginning of March I submitted another letter advising of my difficulty performing my essential duties was growing even harder and on March 12th I submitted formal request for reasonable accommodation asking for reassignment to one of the vacant position in the department that was would allow for the modifications. Upon submitting the request I immediately began to get questioned about having any disability and prior to my request being addressed I was told I had to seek medical certification. My , employer denied knowing that I had a caption phone for hearing impaired and stated that he was only aware that I had a different phone. During the time my employer's request for medical certification came my employer was installing a new hearing impaired phone I had requested. After receiving medical certification my employer then continued stating that I would be required to apply and interview,citing departmental policy, and stated I must abide just the same as the other candidates. My position at the time of my request was supervisor and had been do for over 12 years, supervisor positions prefer candidates who havadditionallye their Masters, I met that requirement. Of the three vacant, positions one included a supervisory position. Upon presenting possible reassignments my employer withheld the supervisory position with no explanation, it is my belief that they did so in retaliation for my mentioning of seeking help through EEOC. Throughout my time making requests most went unanswered, policy was created for me to sign solely because of my disability, my disability was discussed at a training that I was not in attendance. Since my complaint my employer has implemented a new order for reasonable accommodation, it was not until after I made indication that I would file with the EEOC that my employer decided to first meet with me, this was nearly two months following my request. Upon meeting my employer presented a list of assistance products and options that may keep me in my current position. I was a bit dismay because after many years of advising my employee of my difficulties never once were any of these assistance made available to me. There were numerous incidents where I was made to feel uncomfortable denied ability to have caption on videos during training or have information provided to me so that I can follow along. Now after filing EEOC charge, I have been told that my employee refuses even answer the charge. My question is what are my options at this point? Do I have any?
Thank you for your time
Thank you for your time
