New Mexico Orthopaedics Associates to Pay $165,000 to Settle EEOC Associational Disability Bias Charge

from a Press Release on Sept. 1, 2016
U.S. Equal Employment Opportunity Commission

Company Fired Temporary Agency Staff Member and Failed to Hire Her for Full-Time Position Because of Association With a Child With Disabilities, Federal Agency Charged

ALBUQUERQUE, N.M. - New Mexico Orthopaedics Associates, P.C. (NMOA), which owns and operates a medical facility in Albuquerque, will pay $165,000 to settle a lawsuit for associational disability discrimination filed by the U.S. Equal Employment Opportunity Commission (EEOC), the agency announced today.

According to EEOC's suit, NMOA violated the Americans with Disabilities Act (ADA) by firing Melissa Yalch Valencia, a temporary staffing agency employee, and failing to hire her for a full-time position because of her relationship with her then three-year old daughter, who had disabilities or was regarded as disabled.

Disability discrimination, including discrimination against relatives and associates of a disabled individual, violates the ADA. EEOC filed its suit in U.S. District Court for the District of New Mexico (EEOC v. New Mexico Orthopaedics Associates, P.C., 15-CV-00557 MV/KBM) after first attempting to reach a pre-litigation settlement through its conciliation process.

In addition to requiring NMOA to pay monetary damages to Valencia and provide her a letter of reference, the consent decree settling the suit requires NMOA to conduct annual anti-discrimination training for its employees, managers, supervisors, and human resources employees. NMOA will also develop and implement a management evaluation and compensation system which takes into account compliance with equal employment opportunity laws, policies and laws prohibiting retaliation, and this decree. NMOA will also adopt and distribute its anti-discrimination policies and report to EEOC if there are any complaints of disability discrimination. The court approved the settlement and will retain jurisdiction for purposes of compliance for two years.

"The ADA specifically prohibits discrimination against mothers, fathers, caregivers, family members or others who are associated with persons with disabilities," said EEOC Regional Attorney Mary Jo O'Neill. "Employers, especially those employers in medical fields, should be careful to provide employment opportunities based solely on the qualifications of the employee or applicant and not impermissible factors such as their association with an individual with a disability."

Discrimination victim Melissa Yalch Valencia said, "It should never have happened. A mother should never have to worry about losing her job because her child has a disability. I hope the lawsuit encourages moms and dads to stand up fearlessly when things like this happen. I also hope this lawsuit and this resolution encourages companies to train supervisors and employees to assure things like this don't happen in the workplace."

EEOC Albuquerque Area Director Derick Newton added, "This lawsuit is the first associational disability claim pursued by the Albuquerque Area Office in federal court. We are proud of the staff involved and pleased that this employer will provide needed training and resources to ensure that this does not occur again."

EEOC enforces federal laws prohibiting employment discrimination. Further information about EEOC is available on its website at www.eeoc.gov.

Apria Healthcare Group to Pay $100,000 To Settle EEOC Disability Discrimination Suit

from a Press Release on Sept. 1, 2016
U.S. Equal Employment Opportunity Commission

Company Laid Off Warehouse Clerk After She Notified Them of Medical Restrictions, Federal Agency Charged

ALBUQUERQUE, N.M. - Apria Healthcare Inc., a home medical provider that offers medical equipment and services in Albuquerque, will pay $100,000 to settle a lawsuit for disability discrimination filed by the U.S. Equal Employment Opportunity Commission (EEOC), the agency announced today.

According to EEOC's suit, Apria violated the Americans with Disabilities Act (ADA) by firing Hilda Padilla approximately one week after she returned from medical leave to remove a 23-pound tumor. Although the company alleged the termination was due to a reduction-in-force, Padilla was not given notice of the impending layoff, and another warehouse clerk's position was not considered for elimination, according to EEOC's suit. The company initiated its decision to lay off Padilla only two days after she provided notice of her medical restrictions. Padilla was then left without medical insurance or the ability to receive follow-up medical care after her surgery.

The ADA protects individuals with disabilities from being subjected to discrimination in the workplace. The ADA also imposes a duty upon employers to provide reasonable accommodations to qualified individuals with disabilities. EEOC filed its suit in U.S. District Court for the District of New Mexico (EEOC v. Apria Healthcare Inc., 1:14-CV-00851 MCA/KBM) after first attempting to reach a pre-litigation settlement through its conciliation process.

Not only will Apria provide Padilla with $100,000 in monetary relief, but Apria will also provide her with a letter of apology and a reference letter. The consent decree, which governs the settlement, also requires Apria to provide its New Mexico supervisors, managers, non-managerial employees and human resources employees with annual training for three years. In addition, Apria will review its current equal employment opportunity policies to ensure there is a strong and clear commitment to prevent unlawful disability discrimination, and to ensure that the policies are made available to its current workforce. For a three-year period, Apria will also report to EEOC if there are any complaints of disability discrimination or requests for accommodation in its New Mexico locations.

"The timing of the reduction-in-force in this lawsuit was suspect and it was particularly difficult for Ms. Padilla, who had not yet recovered from surgery," said EEOC Regional Attorney Mary Jo O'Neill. "It is important for employees to know they are entitled to request and avail themselves of reasonable accommodations to perform their essential job functions without fear of facing termination from their employment."

EEOC Albuquerque Area Director Derick Newton added, "Employment decisions cannot be based upon impermissible factors such as an individual's medical condition or disability. Instead, employers must ensure that their decisions are rooted in non-discriminatory and legitimate factors."

EEOC enforces federal laws prohibiting employment discrimination. Further information about EEOC is available on its website at www.eeoc.gov.

Chicago Area Synagogues Are Making Inclusion A Priority

Rabbi Paul Cohen (right) of Temple Jeremiah in Northfield which has an active inclusion committee that prioritizes inclusion of people with disabilities.

Just in time for the High Holidays, synagogues across the Chicago metropolitan area are making inclusion a priority.

article by B ABIGAIL PICKUS for JUF News

The Chicago Synagogue Inclusion Project, which is funded by a JUF Breakthrough Grant and administered by JUF's Synagogue Federation Commission in partnership with Encompass of the Jewish Child andFamily Services, recently completed a year-long research and planning process that aims to answer key questions about barriers to participation in synagogue life for individuals with disabilities and their families.

With 20 percent of the population (including the Jewish population) having some kind of disability-including everything from cognitive and emotional to physical-not having an effective inclusion approach alienates a significant percentage of the Jewish community and prevents congregations from gaining from the unique contributions of these potential members, according to experts.

" Ultimately, the goal is to use the research to develop tools and strategies for identifying the resources, mechanisms, and structures that would best foster a synagogue's ability and readiness to facilitate inclusion for the long-term," said Tracy More, associate vice president of Community Outreach and Engagement of the Jewish United Fund/Jewish Federation of Metropolitan Chicago.

A nationally recognized Inclusion and Outreach Specialist led the community outreach and engagement efforts and a Research Consultant developed the research instruments and data analysis efforts, according to More.

"The process of engaging with synagogues so broadly was unique. The way we triangulated with two surveys, meetings, and layering in other data like the Chicago population survey and JData was different than other communities. To our knowledge, no one has documented some of our findings. The approach was innovative because it engaged the full geographical and denominational spectrum of the Jewish community through one process of collective learning, coordinated study and strategic development in the complex synagogue space," continued More.

What the findings gleaned is that synagogues across Chicagoland are in different stages of readiness and are in major need of education and training, the development of strong networks and the utilization of outside resources before they are able to move closer to inclusion.

"Raising the issue across the community through individual conversations and basing all decision making on good data will lead to a much better knowledge of who is in need of services in the community and where there are gaps in a synagogue's ability to include people with disabilities," said Ed Frim, the nationally recognized inclusion and outreach specialist engaged to consult on this effort.

One significant finding is that "synagogue leaders rate inclusion efforts higher than household respondents."

"There is a gap between how well synagogues feel they are doing and how the people we spoke to feel about how well synagogues are support them in participating in synagogue life," said Frim.

Another finding is that those affected by disabilities feel invisible to synagogues-and this has affected their membership (or lack thereof), according to the study.

While many synagogues in Chicagoland are doing something to support people with disabilities, people in the community are not always aware of the supports available to them. Beyond this, programming that isolates those with disabilities-as opposed to including them-while often good intentioned, can be counterproductive.

As one participant of the survey said, "I don't want to be someone else's mitzvah project, I want to be doing mitzvahs."

"The fact is, those with disabilities have a right to contribute and they have an ability to contribute and be part of the community. Inclusion is a huge opportunity for people with disabilities to enrich congregations and for congregations to help them realize their potential," said Frim.

In addition to break-out grants to support inclusive programming, next steps for the project include a series of workshops led by nationally-recognized experts in synagogue inclusion open to all congregations throughout Chicagoland. A one-year Cohort of Practice consisting of up to 8 congregations is also available for those ready to take existing inclusion efforts to the next level.

The first program led by nationally recognized inclusion specialist Shelly Christensen takes place on Tuesday, Sept. 13,at Temple Beth-El in Northbrook.
For more information, visit http://juf.org/inclusion .

Read the report at www.juf.org/congregants/Congregations-Connections.aspx.
To apply to participate in the Cohort of Practice, contact Tracy More, JUF Associate Vice President of Community Outreach & Engagement (jodinewmark@jcfs.org or (773)765.3146).

2015-2016 Chicago Synagogue Inclusion Project
Key finding:
1. Households touched by a disability report feeling invisible, left out or perceived as disruptive.

2. Congregations don't always know who has disabilities.

3. Perceptions of inclusion impacts synagogue membership.

4. Synagogue leaders rate inclusion efforts higher than household respondents.

5. Synagogues are inconsistent and ad-hoc in their approach and ability to be inclusive of individuals with disabilities and their families.

6. All synagogues state that they share inclusion as a value, and momentum exists to move these efforts forward, yet many do not know where and how to begin.

Survey respondent highlights:
Households
*Almost 1,500 household respondents representing all areas of Metropolitan Chicago.

*56% were synagogue members.

* 30% of households had a person with a disability, with half of those between ages 23-64.

Synagogues

* Fifty synagogues responded to the survey; eight were Orthodox.

* Synagogues identify including children with disabilities and the elderly with physical disabilities as priorities.

SOURCE: JUF News

Chicago Area Families Step Forward With More Complaints About Pace Paratransit

Chicago – Earlier this week, CBS 2 brought you the story of a teen with autism who was stranded or brought to the wrong address by Paratransit.

Now, more families have come forward, with similar stories.

CBS 2 News Chicago - Suzanne Le Mignot has this follow up report |Sept.2, 2016
Elaine Reeves Haywood’s son, Malcolm, has autism.

The 21-year-old talks only when someone speaks to him. Haywood says she relies on Paratransit to pick her son up from school and summer camp at McGuane Park. She says the public transportation service under Pace has been late – in one case more than two hours – on three occasions in the past several weeks.

“And when the driver finally did get to my son, his response to me was, ‘I’m so sorry. I just got this call ten minutes ago,’” the parent says.

Haywood and several others shared their concerns through cell phone video.

Former Paratransit driver Carolyn Trull says the dispatching of extra trips causes the late arrival times.

“They would schedule you a trip, almost at your get-off time,” she says.

Trull adds: “They would add trips on you, in between trips.”

Says Haywood: “The parents, you know, raising the issue with the company, I hope it has some impact on the service getting better.”

Pace, which runs Paratransit Service, says its “on time” rate is 89 percent, acknowledging that means 2,000 trips a day will be late.

Pace says it cannot refuse a ride by law and that contributes to time issues.

http://chicago.cbslocal.com/2016/09/02/more-families-step-forward-with-complaints-about-paratransit/
# # #
UPDATE - Sept 9, 2016
PACE SUBURBAN BUS SERVICES RESPOND'S TO RECENT PARATRNSIT SERVICE ISSUES!

investigated report by Suzanne Le Mignot for CBS2 News Chicago
CHICAGO (CBS2 News) – PACE responded to multiple CBS 2 reports of Paratransit concerns of delayed pickups or neglect to pick up.

PACE oversees Paratransit, which provides rides for the disabled. Last month, CBS 2 had original reports on Paratransit not picking up riders on time, or in comes cases at all. One case even involved an Autistic teenager. Some cases passengers are unable to talk and fend for themselves, CBS 2’s Suzanne Le Mignot reports.

Melinda Metzger is Head of Operations for Pace and agreed to speak with CBS 2 about the concerns raised in previous reports.

“We’re public transportation,” said Melinda Metzger, PACE head of Operations. “We want them to get from where they are going, safely.”

Major concerns to parents were very late pick up times or no shows, by drivers. By law, Paratransit cannot deny a ride.

Pace said its “on time” rate is 89 percent, acknowledging that means 2,000 trips a day will be late.

“I’m concerned that he may get lured away by a predator, might get hurt,” said Rose McDonough, parent of Autistic teen and Paratransit rider, Michael McDonough.

Pace says it has a “No Strand” policy, in which the company says it, “will never leave passengers stranded away from their home if they were scheduled for a paratransit ride that day.”

I have a professional staff who is really concerned about what’s going on here, Metzger said.

Other parents raised the question of Paratransit considering scheduling rides more than a day in advance, to allow more accurate scheduling of employees, to cover all trips.

“If we’re booking two days in advance, are we going to have more cancellations, because that also plays havoc with the system,” said Metzger. “So it’s something we’re looking at and going to attempt to do.”

Metzger allowed CBS 2 into the PACE scheduling and monitoring center, where every ride taken is tracked. She is also able to monitor developments, from her office.

“It’s real time,” Metzger said. “Our dispatchers can look at it and adjust trips.”

Metzger said she is looking at adding more carriers to routes.

The PACE Board of Directors will vote next week to reduce the taxi fare from $5 to $3 for Paratransit users.
http://chicago.cbslocal.com/2016/09/09/pace-responds-to-paratransit-concerns/

# # #
RELATED POST:

Chicago Autistic Teen Left Behind By Pace Paratransit Driver

Can You Tell If A 'Service Dog' is Legitimate, or Identify a 'Fake service Animal'?

One of unfortunate issues that people with disabilities that use a service animal endur is the "Fake Service Animal" epidemic. There is a misconception, and at times intentional that a 'Companion Animal' (such as my 17 yr old kitty) is a service animal  - they are not!

article post by Jim Watkins, Ability Chicago Info May 5, 2016

(1) While Emotional Support Animals or Comfort Animals are often used as part of a medical treatment plan as therapy animals, they are not considered service animals under the ADA. These support animals provide companionship, relieve loneliness, and sometimes help with depression, anxiety, and certain phobias, but do not have special training to perform tasks that assist people with disabilities. Even though some states have laws defining therapy animals, these animals are not limited to working with people with disabilities and therefore are not covered by federal laws protecting the use of service animals. Therapy animals provide people with therapeutic contact, usually in a clinical setting, to improve their physical, social, emotional, and/or cognitive functioning.  - ADA National Network article Service Animals and Emotional Support Animals

The other unfortunate dilemma is those that do not have a disability, and pass off their pet as a Service Animal so they can bring their pet with them any where they please. SHAME ON YOU!

What’s the best way to tell if a dog is a Service Animal and not a pet? Ask! The Americans with Disabilities Act (ADA) allows for Service Animal owners to be taken at their word and you are limited to only two questions — and only if it isn’t obvious that the animal is a Service Animal. You may not demand proof that the animal has been certified, trained or licensed.

Not every disability is apparent.
Be aware that many disabilities are invisible, such as deafness, epilepsy, autism, multiple sclerosis (M.S.), life-threatening allergies, psychiatric disabilities, ptsd, and others. In some cases, you may not be able to determine if someone is disabled or the extent of their disability.

It is illegal under Federal law for anyone to require documentation. Many disabled individuals choose to provide a vest for their Service Dog and/or carry identification, however it is not required that they do. You may encounter a disabled individual who chooses to keep their disability private. Their Service Dog may not be wearing a vest and they may not be carrying any documentation on their person. Other disabled individuals choose to make their own identification materials at home. If a person with a disability decides to present you with a card or other identification, it is their choice. Also understand what is involved with training and using a Service or Assistance Animal; how important their behavior,  and that of their Service or Assistance Dog is perceived by the general public; the legal definition of a Service or Assistance Animal; the Minimum Training Standards for a Service or Assistance Animal and what is involved with a Public Access Test.

Vests or other identifying gear is not required. Federal law is very specific about not requiring vests or other forms of identification. Many disabled individuals who use Service Dogs choose not to provide a vest for their dog because they don’t want to be labeled as disabled. Such identifying vests are readily available in retail stores, online sources ebay, amazon, etc. - anyone can purchase such vests, or identification, which makes the 'fake service animal' epidemic so easily achieved.  

Service Dogs come in all shapes, sizes and breeds.
The ADA does not limit breed or size. For example, large dogs can be used for bracing those with balance or mobility issues. Small dogs are perfectly suited as Hearing Dogs or Medical Alert Dogs.

There is no universally recognized “certification” for Service Dogs (or trainers).
There is no such thing as a universally or legally-recognized certification, registration or training standards for Service Dogs — or trainers. While some trainers and organizations may say they “certify” their graduates, that status is something granted by them and is not recognized under law, and often not by other trainers or organizations. Anyone can call themselves a trainer and because there is such a wide variety of training techniques, styles, schools, online courses and more, there is no universally recognized standard. Some of the best trainers in the world have never graduated from a course, as well, some of the best Service Dog trainers do not come from programs.

Dogs may be trained by an individual trainer, an organization or by the disabled handler themselves.
As said above, there are no universal standards for Service Dog trainers. Service Dogs may be trained by an individual trainer, an organization or by the disabled handler themselves.

You are limited by Federal law as to what you can ask.

• Businesses may ask if an animal is a service animal or ask what tasks the animal has been trained to perform, but cannot require special ID cards for the animal or ask about the person's disability.
• View the U.S. Department of Justice ADA Business Brief: Service Animals in your browser, or as a PDF.

The law states:

§ 35.136 Service animals
(f) Inquiries. A public entity shall not ask about the nature or extent of a person’s disability, but may make two inquiries to determine whether an animal qualifies as a service animal. A public entity may ask if the animal is required because of a disability and what work or task the animal has been trained to perform. A public entity shall not require documentation, such as proof that the animal has been certified, trained, or licensed as a service animal. Generally, a public entity may not make these inquiries about a service animal when it is readily apparent that an animal is trained to do work or perform tasks for an individual with a disability (e.g., the dog is observed guiding an individual who is blind or has low vision, pulling a person’s wheelchair, or providing assistance with stability or balance to an individual with an observable mobility disability).

Source: Part 35 Nondiscrimination on the Basis of Disability in State and Local Government Services (as amended by the final rule published on September 15, 2010)

Authority: 5 U.S.C. 301; 28 U.S.C. 509, 510; 42 U.S.C. 12134.
Subpart A—General § 35.104 Definitions

View the full ADA Legislation.

Behavior is the best indication whether it’s a well-trained or not. If a “Service Dog” is interrupting a business’ daily operation with its behavior, causing problems in a housing situation, is a danger to anyone or its conduct is NOT conduct acceptable in a Service Dog (barking, growling, stealing food from other clients, knocking people over, jumping, or many other behaviors), by law, the manager or business owner has every right to ask the person to remove the dog from the premises, “Service Dog” or not.  

#
(1) ADA National Network post - Service Animals and Emotional Support Animals.

For more on the "Fake Service Animal" epidemic, view our  previous posts.

HEARD STATEMENT ON THE AUGUST 2016 POLICE KILLINGS OF TWO DEAF MEN, DARNELL WICKER AND DANIEL HARRIS

from a Press Release on Aug. 31, 2016
Helping Educate to Advance the Rights of the Deaf (HEARD)

WASHINGTON, D.C. – Helping Educate to Advance the Rights of the Deaf (“HEARD”) strongly condemns the law enforcement killings of deaf veteran, Darnell T. Wicker, in Louisville, KY; and of Daniel K. Harris, a Deaf man, in Charlotte, NC.

For years, HEARD has collected and catalogued stories of police brutality from our community in our Log of Police Brutality & Discrimination Against Deaf People. In 2014, after noticing an alarming trend of unnecessarily violent police interactions with deaf people, HEARD spearheaded a national “Know Your Deaf Rights” Campaign in collaboration with the American Civil Liberties Union. Among other things, this Campaign delivered to the U.S. Department of Justice, a petition signed by over 23,000 people, demanding national standards for law enforcement interacting with deaf people. HEARD still provides deaf community-led workshops for police and sheriff departments wherein law enforcement time and again admit to being woefully unprepared to work with our diverse communities. Simultaneously, we continue to support attorneys litigating cases involving police departments’ continued violations of long-standing federal disability rights laws requiring de-escalation and other reasonable accommodations.

Already this year, over 750 people have been killed by law enforcement. Studies show that no less than 60-80% of these victims are people with disabilities. Notably, Black people and other people of color are disproportionately represented among these victims. Similarly, HEARD’s multi-year investigation into police brutality against deaf people illustrates a clear pattern of police violence against deaf people with more than one marginal identity. So, Deaf Disabled, Deaf Black, Deaf Latinx, Deaf Indigenous; and Deaf people with Mental Illness, Deaf people who live in low/no income communities, for example, are disproportionately represented in the narratives we have collected. Although, many are just now taking notice, police brutality against marginalized and multiply-marginalized communities has long-since demonstrated the need for honest discussions about the very real connections between racism, classism, audism and ableism—each of which are deeply embedded in police culture, policies and practices.

While many well-meaning individuals and organizations continue to propose Deaf driver cards and yet more deaf/disability-specific “training” as the only solutions to these tragedies, we submit that neither are. These trainings and cards have existed for decades; and many of the victims were killed by “specially trained” officers. At very minimum, HEARD demands national guidelines; a serious cultural and role shift in “policing;” a decrease in contact between law enforcement and deaf/disabled individuals, for example, by and through crisis hotlines that do not invite armed officers where they need not be; deaf/disability disaggregation of government data on law enforcement-related violence; and actual accountability for officers who abuse their authority. Further, law enforcement must not assume that alleged “non-compliance” or “atypical behavior” is a “threat” justifying lethal force.

We are calling on our communities to practice solidarity with communities affected by police violence that also are demanding an end to police violence. For example, the Black Lives Matter Movement is calling for an end to police violence against Black people—this necessarily includes Black Disabled, Deaf, DeafBlind and Hard of Hearing people. To be sure, working to end violence against Black people is, in fact, working to end violence against all people—including deaf and disabled people. We believe that cross-movement solidarity is critical to effectively addressing these terribly tragic and avoidable incidents. This kind of solidarity requires deaf and disability communities to advance racial and economic justice; and communities of color to advance disability and deaf justice.

We owe it to Darnell, Daniel, and all people, to stop these preventable deaths. HEARD is an all-volunteer organization. Our very existence evidences the incredible power of people, intersectionality, and love in social justice activism. Please join us in working to achieve racial, economic, disability and deaf justice—simultaneously. Our work will continue until all people can live free from all violence.

###

HEARD is an all-volunteer nonprofit that works to identify & remove barriers that prevent disabled and deaf people from participating in and having equal access to the legal system. HEARD leads an ongoing national campaign to curtail police brutality against deaf individuals; created a national deaf prisoner database; and investigates deaf wrongful convictions.

For more info about Police Brutality Against Deaf, DeafBlind, DeafDisabled and Hard of Hearing People:

• HEARD Log of Police Brutality Against the Deaf
• HEARD Know Your Deaf Rights Campaign (in collaboration with the ACLU)
• HEARD Founder Guest ACLU Blog: Police Brutality and Deaf People

###

Related Posts:

Daniel Kevin Harris Who Was Deaf, Fatally Shot to Death After N.C. Trooper Traffic Stop, UPDATE with video of start of chase

Marlee Matlin On Deaf And Police Interaction - on an American Sign Language - video

Midwest Convening on Physically Integrated Dance - free in Chicago Oct 1st

It is with great excitement that we invite you to join us for the Midwest Convening on Physically Integrated Dance in Chicago on October 1st, 2016. On the heels of the historic National Convening in NYC <http://www.axisdance.org/advocacy/> in May hosted by Axis Dance Company, we look to you - the activators, advocates, allies, dancers, choreographers, educators, scholars and stakeholders to identify and analyze the wonderful work that is currently being done in the Midwest region, as well as to discuss ways to engage and mobilize our robust community further.

The one-day convening will link the national conversation to grassroots and established activity happening at the local level, and is part of six regional Town Halls throughout the USA.

SOURCE: Access Living of Metro Chicago (cil)

Blind Chicago Man Kidnapped, Held in Home For 8 Years Over Disability Checks

'They Would Never Let Me Go': 

A blind man taken from his family and left to die in a home with no water or electricity has been reunited with his family in Chicago. 

Chicago NBC5's wonderful report by Regina Waldroup | Aug. 31, 2016

Erskine Adams, 57, went for a ride with a family friend 8 years ago, but that friend took Adams out of state--to Kentucky--and collected his disability payments. His family says they notified the police but got no leads. Erskine says he spent most of his time confined to a basement.

“They would never let me go, they kept me there for my money,” Adams told NBC5. “I slept on the floor for eight years.”

But three weeks ago police heard his cries for help and found him. Police took him to a homeless shelter where workers made it their mission to find his family on Facebook in Chicago.

“When I got that phone call … I just said could I hear his voice … I want to know if that’s him,” Keisha Adams, Erskine's niece, said through tears.

Police in Kentucky say they’re still looking for the family friend who took Adams from Chicago and collected his disability payments. As for Adams, he’s glad to be free again.

                                            “I’m so happy to be home,” he said.
http://www.nbcchicago.com/news/local/blind-chicago-man-held-kentucky-checks-reunited-391823991.html

Chicago Autistic Teen Left Behind By Pace Paratransit Driver

CHICAGO (CBS) — He’s 17 and has high functioning autism. He relies on Paratransit for transportation. His family says, there’s a problem though. There have been times when his driver, has been a no show.  CBS2’s Suzanne Le Mignot has the story, in this Original Report.

investigated report by Suzanne Le Mignot for CBS2 News Chicago | Aug 31, 2016




Michael McDonough, 17, explains how he felt when the Paratransit van didn’t come to pick him up, after his bowling club ended. He said he was waiting for a few hours for the Pace-operated transportation service, which provides rides for the disabled.

His mother, Rose McDonough, says she’s called Paratransit four times, in the past five months to complain.

In one incident, McDonough says her son was supposed to be dropped off at this school, for morning camp. It’s located at 3121 W. Byron. The driver had the address as “2131.” The numbers were reversed.

In a statement, Pace Paratransit thanked CBS2 for bringing McDonough’s concerns to them, adding they “…want her son’s trips to run smoothly and on time, which they do 93% of the time. While we can’t control a number of factors that can affect public transportation (congestion, weather, etc.), we will monitor her son’s trips closely and work on improving his service.”

Pace says out of the 43 trips the passenger has taken in the past three months, its busses have been 93 percent on time and there hadn’t been a pattern of “excessive lateness or travel time.”

But to Rose, one time is enough.

“I’m concerned that he might be lured away by, you know, a predator. Might get hurt.”
“We have to advocate and let everyone know what is happening,” Rose added.

Paratransit says riders in need of assistance are encouraged to bring a personal care attendant, and that person can ride for free. When trip issues arise, Pace wants riders to call their 24-hour emergency number at 1-800-606-1282.

Pace says it has a “No Strand” policy, in which the company says it “…will never leave passengers stranded away from their home if they were scheduled for a paratransit ride that day.”

If a rider misses a Pace Paratransit trip, Pace says they have three options:

• Call the 24/7 ADA Paratransit Assistance Reservation Line at 1-800-606-1282, Option #3 to reserve a new ride. 
• Chicago riders may call or hail a cab and pay with a Taxi Access Program (TAP) voucher. 
• If the rider is able, Pace says they can ride a fixed bus or train route. 

http://chicago.cbslocal.com/2016/08/31/autistic-teen-left-behind-by-paratransit-transportation/

# # #
UPDATE - Sept 9, 2016
PACE SUBURBAN BUS SERVICES RESPOND'S TO RECENT PARATRNSIT SERVICE ISSUES!

investigated report by Suzanne Le Mignot for CBS2 News Chicago
CHICAGO (CBS2 News) – PACE responded to multiple CBS 2 reports of Paratransit concerns of delayed pickups or neglect to pick up.

PACE oversees Paratransit, which provides rides for the disabled. Last month, CBS 2 had original reports on Paratransit not picking up riders on time, or in comes cases at all. One case even involved an Autistic teenager. Some cases passengers are unable to talk and fend for themselves, CBS 2’s Suzanne Le Mignot reports.

Melinda Metzger is Head of Operations for Pace and agreed to speak with CBS 2 about the concerns raised in previous reports.

“We’re public transportation,” said Melinda Metzger, PACE head of Operations. “We want them to get from where they are going, safely.”

Major concerns to parents were very late pick up times or no shows, by drivers. By law, Paratransit cannot deny a ride.

Pace said its “on time” rate is 89 percent, acknowledging that means 2,000 trips a day will be late.

“I’m concerned that he may get lured away by a predator, might get hurt,” said Rose McDonough, parent of Autistic teen and Paratransit rider, Michael McDonough.

Pace says it has a “No Strand” policy, in which the company says it, “will never leave passengers stranded away from their home if they were scheduled for a paratransit ride that day.”

I have a professional staff who is really concerned about what’s going on here, Metzger said.

Other parents raised the question of Paratransit considering scheduling rides more than a day in advance, to allow more accurate scheduling of employees, to cover all trips.

“If we’re booking two days in advance, are we going to have more cancellations, because that also plays havoc with the system,” said Metzger. “So it’s something we’re looking at and going to attempt to do.”

Metzger allowed CBS 2 into the PACE scheduling and monitoring center, where every ride taken is tracked. She is also able to monitor developments, from her office.

“It’s real time,” Metzger said. “Our dispatchers can look at it and adjust trips.”

Metzger said she is looking at adding more carriers to routes.

The PACE Board of Directors will vote next week to reduce the taxi fare from $5 to $3 for Paratransit users.
http://chicago.cbslocal.com/2016/09/09/pace-responds-to-paratransit-concerns/

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Chicago Area Families Step Forward With More Complaints About Pace Paratransit

Chicago Area Food Bank research regarding food needs among people with disabilities - online survey

The Greater Chicago Food Depository is conducting a needs assessment for nutrition assistance among people with disabilities across Cook County. The responses will help the Greater Chicago Food Depository, the nonprofit food bank serving Cook County, to better understand this need and how they can best respond to gaps in service.

Food access and disability in Cook County survey:

You can follow the link below to start the survey. https://www.surveymonkey.com/r/FIdisabilityassessment16

It is also available in Spanish.
En español: https://es.surveymonkey.com/r/accesoalimentos_discapacidad2016