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Choice Supported Employment of Utah

456 E 3600 N, Ogden, Utah, United States, 84414-7563

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Choice Supported Employment employee, Lori *** G, was hired to assist my special needs, autistic daughter find an employment opportunity where she could be successful, productive, and find a sense of pride in contributing to society through a meaningful work opportunity. She was offered a position, without Lori ***’s assistance, at Texas Roadhouse by a very kind and sympathetic manger who could see potential in my daughter’s ability to contribute to his company. My daughter and I were overjoyed by this opportunity and notified Lori *** that we, not Choice Supported Employment, had found and secured a job. Lori *** met with the kind manager only to place several demands on him regarding the terms of her employment. Firstly, the manager agreed to allow my daughter to roll silverware into napkin bundles for 1 hour per week and join his crew for line dancing mid-dining for 30 minutes per week. This was a perfect introduction into the work force for my daughter that offered her the opportunity to learn a new skill and integrate with the other crew members in a social dance performed for the customers. Unfortunately, Lori *** told the manager that his attempts to integrate my daughter into the crew were insufficient in terms of integration of a special needs employee with normal functioning employees. I felt her comments were unnecessary and unfounded and weren’t in my daughter’s best interest to secure employment. In fact, her comments were in direct opposition to creating a positive impression and healthy work environment. I expressed my concerns with her and she became completely outraged and offended that I would suggest her actions were anything but positive. I tried to clarify that I was grateful for this opportunity for my daughter and felt she was placing unnecessary demands on the manager which could negatively impact my daughter’s chance of employment. Her completely outrageous response was to storm out of the restaurant, behave unprofessionally, and create negative feelings.

Choice Supported Employment of Utah Response • Aug 14, 2018

Directly after the incident described my job coach called me in tears stating that the parent had degraded her to the point where she felt it best she excuse herself from the situation before things got out of hand. The coach stated that the parent had previously spoken to the employer and arranged for the meeting that evening. It had previously been discussed with the Vocational Rehabilitation counselor that the counselor would not provide job coaching support at this position because it did not meet the government's requirements for integration in the work place (please see Vocational Rehabilitation's Form 60). It was discussed with the VR counselor, client, client's mother, and the job coach that she could work at this location if she was able to dance with the co-workers as part of the integration process. If this was agreed upon by the employer then the counselor would support the job coaching, however the parent asked the job coach to twist the truth with the counselor, so that the client could work at this location. The job coach explained that it would not be ethical to do so, and she would not lie to the counselor. She did agree to meet at Texas Roadhouse and speak to the manager, along with the client's mother, about developing a position that would be supported by Vocational Rehabilitation. She was asked by the mother not to speak to the manager until she arrived, however the manager approached the job coach before the mother arrived. We have other individuals who work at this location and have a great relationship with the manager. The job coach explained the new law and stipulation provided by the Vocational Rehabilitation counselor in order to provide support. She was able to arrange for the client to work one day performing normal task such as rolling silverware, polishing the silverware and filling the honey butter cups. She then arranged for her to dance on Thursday's, meeting the counselor's requirements. This was the first time the employer had heard about the new law, so he was a bit taken back by it because he felt he was doing a good thing in the community. The job coach assured him that the company and Vocational Rehabilitation appreciated the wonderful job he was doing and how it has made a difference in the lives of so many individuals, however this was a new law in which we are bound to by the government. They just want to make sure individuals are being integrated into the community. This particular counselor is very insistent on what "integrated" entails. It is our responsibility to our clients and the employer to not make promises we can't keep, which includes providing job coaching support, as well as helping our clients learn tasks that are beneficial for their personal growth. I later spoke with the parent and the manager who both stated the job coach was professional in handling this situation and he in no way was offended by how she particularly handle it.

The job coach relayed to me, through tears, that she was talked down to and degraded by the parent, making her feel she had done something wrong. She felt personally attacked and decided it was best to leave before things got out of hand. She asked that she no longer work with the mother, stating that she adored the client and it's unfortunate that she can no longer work with her. This is a staff who has worked for me for nearly 13 years and I have not had this response from her ever before nor have I had such a complaint before this time. I did speak with the parent who verified the job coach's account of the incident, however she felt the job coach overreacted and stated she apologized if she offended her. She stated that in making sure that the manager was not offended, she had, unfortunately offended the job coach. She did not mean for the coach to take things the way she took them and felt she did not handle it professionally by leaving. After further discussion of her options, which were to choose another provider to provide support at Texas Roadhouse, her daughter could still work there without a job coach, she could request a new Vocational Rehabilitation counselor who may not be as insistent on the "integrated" policy, or I could provide a different job coach, the client's parent requested that this not be discussed with the new job coach, her daughter not work at Texas Roadhouse, she not change VR counselors, and that I assign a new job coach who would utilize the Work Strategy Assessment in which the previous job coach had performed to find her daughter a new position in the community. After rearranging some staff schedules, I assigned a new job coach to work with this individual who I think will do very well in the community. She is a very sweet young lady who has much to offer the community. We have done our best to resolve the matter as promptly as possible and provide the best service possible, so this young lady to share with the community what we know she is capable of offering.

Please let me know if you have any further questions or concerns,

Laurie J, Executive Director

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Address: 456 E 3600 N, Ogden, Utah, United States, 84414-7563

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