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@ADDled, did you put together a list of each issue, the cause, and several possible solutions?
And did you meet with your employer to go through that list?
If you present it that way, you’ve done most of the work for your employer, and all they need to do is figure out which solutions work best for both of you, and then implement them.
In the meantime, contact your provincial/state Department of Labour, and the Department responsible for Human Rights/Disabilities, ASAP. (Do this in a private place, where nobody in your company can see or hear you.)
Explain the problems you’re having with accommodation in the workplace, and ask for their advice. You need to find out where you stand, legally, and what can be done.
Take notes, so you’ll know what to ask, and what answers & advice you get. Also note the date & time of your call, and who you spoke with.
The Labour or Disabilities department may send a letter to your employer, clearly stating the company’s legal obligations to accommodate your disability. Failure to comply with those obligations could result in penalties against the company.
It’s amazing how many companies need to have their obligations pointed out to them by government officials, before doing what needs to be done.
Just keep notes on all relevant events & conversations about this, but don’t let anyone know you’re doing so. If you need to prove ongoing refusal to accommodate, those notes will be very useful.
Also, request an appointment to look at the contents of your HR file. When you’re looking, request copies of everything in it, on the spot. You are legally allowed to do this.
Take those copies home, and file them in a safe place you’ll remember. Again, you may need these as proof that your employer knew about your disability, but continued to refuse accommodation for it.
Those HR file copies were the “smoking gun” in my own Human Rights complaint against a company & manager that discriminated against me, based on my own disability. Especially the manager’s handwritten note, specifically referring to it. That note proved that the company’s lawyer’s letter, insisting that the manager didn’t know about my disability, was a complete lie.
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