Calling Corporate... I can't tell you how often I've heard a manager tell me to "Call Corporate" after I bring an obvious problem or substantial ADA-related compliance issue that caused difficulty. I have found that many times (not always) it's simply a way of saying "move along, I'd rather do other things" because normally Corporate either can't or won't do anything. The main reason for this is because a lot of these businesses (like Red Lobster, Applebee's, Pep Boys, Walgreens, etc.) are "Individually Owned and Operated." ... In other words, any compliance issues fall squarely and entirely on the shoulders of the owner.
I can understand how some people might say, "I'll simply take my business somewhere they are willing to accommodate me." But there are many places were types of businesses where it simply isn't possible to go somewhere else. Hospitals, doctors offices, the only store of its type in your area (particularly in small towns). That's why with all accommodations the ADA addresses, and the Rehab Act before that, include phrases such as "wherever possible," "readily achievable," and "reasonable." I always begin discussions with managers or owners with a very polite tone. Many times they don't realize they are out of compliance and I'd take the opportunity to explain. I even offer to help them find the easiest way to properly correct the problems. However, many other times it is simply an instance where I absolutely know for certain that the owner/manager has been informed of the deficiency many times or received several complaints about it and have no doubt they are out of compliance. THESE are the times I get quite upset and file a complaint. Again, I think it's important to note that whether you agree with whether someone should be accessible one or not, the ADA is a Civil Rights law. Excluding a person with a disability is no different than excluding a person of color, gender or religious affiliation -- except for the fact that often the person with a disability may not have the luxury of taking their business elsewhere. Whether they should or not isn't really the issue... it's whether they're required that really matters. Best regards, --Tod ---- Quadius <[EMAIL PROTECTED]> wrote: > I had something rather interesting happen to me the other day. I went out to > dinner with my brother and the usher mistakenly put us in the wrong place. I > was sitting in the aisle, because my wheelchair cannot fit under any table. > It has nothing to do with the ADA, my armrests are simply too high and it's > more beneficial for me to sit to the side so someone can feed me. That's my > own set of circumstances, so I don't complain about things like that. > > Anyway, I made sure there was plenty of room to get by me or I would have > never sat there in the first place. The manager comes over after only about > two or three minutes and tells me I need to be moved. He was polite, so I > simply asked why this was necessary. He explained to me it was a fire hazard > to have me in the aisle. While I was moving, I tried to explain to him that > some of the modifications they had made recently made the restaurant a > little tighter and would probably be more of a fire hazard than he realized. > I think he believed I was being a little pissy, so I made sure I changed my > tone. I initially thought he got my message, but I discovered later he > didn't. > > Just as I was about ready to finish my dinner, I noticed the waitress > setting up some of the tables so a large party could be accommodated. I told > my brother, "you know that's going to be a fire hazard when those > individuals sit there in the aisle." Well, that's what turned out to be. The > waitresses had to turn to the side in order to get by and no one saw > anything wrong with this. > > On my way out I politely asked the manager to take a look down the aisle and > tell me if he saw anything wrong. He initially indicated he did not and when > I pointed out the problem he too shook his head in agreement. In a polite > manner I asked him, "what would happen if I contacted the fire marshal right > now?" (In case you're wondering why I asked this negative question, it's > because when he was explaining to me why I needed to move initially he told > me at the fire marshal was called or came in that they would be closed down > for a week if I was sitting in the aisle). > > His response, "they probably closes down there." "What are you going to do > about this situation?" I asked. He shrugged his shoulders in bewilderment. > Then I ask what can we do about this. His suggestion was for me to call > corporate headquarters. I intend on doing this, but for some reason I keep > forgetting to lay out the contact information. > > Don't get me wrong the guy was very polite and they accommodated me, but the > blatant institutional discrimination gets on my nerves. This problem truly > is not about being disabled though. It's more about making sure restaurants > comply with the safety restrictions and not simply choose to ignore the ones > which are most profitable to them. I'm sure if I would have had six or seven > guests, they would have let me sit anywhere I wanted. > > I know, it sounds pissy, but the manager thanked me for not blaming him. I > guess some other people have gone off on him about an accessible bathrooms, > as if it's his personal fault. He's only a 20 something-year-old young man. > He can bring it up with corporate, but if they don't do anything, I guess > it's up to someone else to take charge. > > Sorry if this is a rambling mess, but it is simply dictated it rather > quickly. > > Quadius
