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<blockquote data-quote="zubenelgenubi" data-source="post: 5117614" data-attributes="member: 63706">Your hub may not be representative of the country, 20% probably isn&#039;t as much a stretch nationwide. And I don&#039;t really care whether they care about my stand. I wouldn&#039;t be doing it for them to care.Actually, that&#039;s an idea I can get behind. I can just use my accrued sick time selectively to keep my benefits going. A lot of people won&#039;t be able to afford a protracted period of absence, though, so I don&#039;t know how many people it will help.I&#039;d like to see people prove that I pose any more of a threat to anyone else&#039;s health and safety than anyone else to justify such differential treatment. That&#039;s where medical discrimination comes in, and I would be making my stand in the courts if it came to it. And it will be against both the company and the union for failure to represent, since it&#039;s literally in our contract that the both parties agree to abide by the ADA, article 14 section 3. The union has taken it upon themselves to enforce the ADA. Probably shouldn&#039;t have done that. It also says nothing in the grievance process will impede a member&#039;s right to pursue their statutory rights under the ADA.</blockquote>

[QUOTE="zubenelgenubi, post: 5117614, member: 63706"] Your hub may not be representative of the country, 20% probably isn't as much a stretch nationwide. And I don't really care whether they care about my stand. I wouldn't be doing it for them to care. Actually, that's an idea I can get behind. I can just use my accrued sick time selectively to keep my benefits going. A lot of people won't be able to afford a protracted period of absence, though, so I don't know how many people it will help. I'd like to see people prove that I pose any more of a threat to anyone else's health and safety than anyone else to justify such differential treatment. That's where medical discrimination comes in, and I would be making my stand in the courts if it came to it. And it will be against both the company and the union for failure to represent, since it's literally in our contract that the both parties agree to abide by the ADA, article 14 section 3. The union has taken it upon themselves to enforce the ADA. Probably shouldn't have done that. It also says nothing in the grievance process will impede a member's right to pursue their statutory rights under the ADA. [/QUOTE]

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