Top writers jobs – how to earn money as writer
As writer you can find a lot of writer websites as Writers jobs – freelancer job and to try to find part time job (work from home). Price is $3 to $50 per article. The most common price is $5 per article.
Very common we can find job offers for Article rewriting and this is nice chance for new writers.
Examples :
We Need A Bilingual Writer/Translator For Spanish Speaking Clients – Resume Writing Freelance Job
Statement of purpose (public health )- review and rewriting
English verbal test question writing
Construction Company Profile Writing
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How to win friends and influence people – earn money
At the beginning of S. XX, Dale Carnegie realized that no one knew how it could persuade people. In the book “How to win friends and influence people”, based on personal experience and many more people, lists some simple rules that can be observed substantially changing their lives. Bestseller in its day, after a break into oblivion, is again raging today. In fact, much of modern marketing is based on his ideas. Below you can read an excerpt from the book.
RULE 1. Do not criticize, not condemn or complain. Criticism is futile because it puts the other person on the defensive, and usually try to justify ago, also trying to censor his opponent. Criticism is dangerous, because it hurts their pride and arouses resentment. Instead of condemning people, try to understand it. Try to imagine why they do what they do. “Do not judge or you will be deemed” New Testament. When dealing with people we must remember that not dealing with logical creatures. We deal with emotional creatures, creatures bristling with prejudices and driven by pride and vanity. “Do not speak ill of any man and any good to tell you everything you know” Benjamin Franklin.
RULE 2. Show honest and sincere appreciation. There is only one way to make someone do something, and that is to make others want to do (personal gain), which will be productive. “Everything that you and I do arises from two reasons: the sex drive andthe desire to be great” Dr. Sigmund Freud. “The deepest urge in human nature is the desire to be important,” Dr. John Dewey. Many people who go mad or commit suicide in that state found that sense of its importance could not get into the world of reality. Now imagine the miracles that you and I can achieve if we give to others an honest assessment of their importance. “I think the greatest asset I have is my ability to arouse enthusiasm among people, and how to develop the best there is in man is through the appreciation and encouragement. Nothing can kill both the ambitions of a person as criticism of his superiors. I would never criticize anyone. I think they should give a person an incentive to work. So I am always eager to praise, but I am reluctant to find fault. If I like something, I’m hot in my approval and generous in my praise “Charles Schwab. Often take for granted as the presence of our spouse who never express our appreciation. We nourish the bodies of our children and friends and employees, but rarely feed their self-esteem. The difference between appreciation and flattery is very simple. One is sincere and the other not. “I will once this way, so that any good that can do or any courtesy you may have for any human being, it is now. Do not leave for tomorrow, or forget, because never again will I go through here. ” Dale Carnegie. “Every man I meet is my superior in some sense. In that sense, I learn from him.” Emerson.
RULE 3. Wake up to others a craving. The only means we have to influence others is to talk about what he wants and show you how to get it. “The action arises from what we want and basically the best advice I can give to those who seek to be persuasive, whether in business, at home, at school or in politics is this: First, arouse in the other person a frank desire. Who can do is get the whole world .. who can not march just for the way “Dr. Henry A, Overstreet. “If there’sa secret to success lies in the ability to appreciate the views of others and see things from that perspective as well as his own” Henry Ford. If a seller can demonstrate that its services or products will help us solve our problems, it will strive to sell anything. The few individuals who selflessly try to serve others have huge advantages. There is no competition against them. “The man who can put in the place of others who can understand the workings of the mind of others, does not have to worry about the future.” Owen D. Young
Six Ways to please others
RULE 1. Be curious Let the other person. You can make more friends in two months if one is interested in others, those who would gain in two years if it makes others interested in one. The individual who is not interested in his fellow’s who has the greatest difficulties in life and cause the greatest injury to others. Of these individuals emerge all human failures. For years I have been anxious to know the birthdays of my friends. The interest, like everything else in human relationships, must be sincere.
RULE 2. Smile. Actions speak louder than words, and a smile says: “I like you. I cause happiness. I’m so glad to see it.” I speak of a true smile that gladdens the heart, which comes from within, that is worth good money in mercado.Tiene you enjoy when you meet people, if you wait for others to enjoy themselves when they meet you. If you are alone, whistle or hum or sing. Proceed as if it were happy and that will help to make him happy. Everyone seeks happiness, and there is a sure way to find it. Is to control our thoughts. Happiness does not depend on external conditions, depends on internal conditions. It is what we have or what we are or where we are or what we do, none of that, what makes us happy or unhappy. It’s what we think about it all. “Most people are as happy as they decide to be” Abraham Lincoln. “The man whose face does not smile should not open a shop” Chinese proverb. The value of a smile: It costs nothing but creates much. It enriches those who receive, without impoverishing those who give. It happens in the blink of an eye, and his memory sometimes lasts forever. Nobody is so rich that it can do without it and none so poor that they can be enriched by its benefits. It creates happiness in the home, encouraged by the good will is the password losnegocios friends. It is rest for the weary, light for the disappointed, the sad sun, and the best antidote to worry. But it can not be bought, ordered, borrowed or stolen, it is not something anyone pays for unless provided spontaneous and free. For nobody needs a smile so much as one whom is not any to give.
RULE 3. Remember that for every person, his name is the sweetest and most important sound in any language. Jim Farley discovered early in his life that ordinary men are more interested in its own name for all other land. Make the effort to learn the name (pay attention). The name of the individual set apart, what makes you unique among all others. The information we give, or the question we ask, take a special importance when we add the name of our party.
RULE 4. Be a good listener. Encourage others to talk about themselves. I did think I was a good conversationalist when, in fact, was not only a good listener. “The person who speaks only of himself, only thinking about himself, the person who only thinks of himself lacks any education,” Dr. Nicholas Murray Butler. Remember that the person you are talking a hundred times more interested in themselves and in their needs and problems that you and your problems.
RULE 5. Always speak of what will interest others. Speaking in terms of the interests of another person is beneficial to both parties.
RULE 6. Make the other person feel important and do it sincerely. What is it that you can honestly admire? Always try the other person feel important. “Do unto others as you want that done to you neighbor. Jesus of Nazareth. We all want the approval of all those with whom he comes in contact. We want to recognize our merits. We want to feel our importance in his little world. We do not want to hear flattery cheaper without sincerity, but yearn for an honest assessment. For life to completely change a person can be enough to make someone feel important. Talk to people about themselves and listen for hours.
Get others AS YOU THINK
RULE 1. The only way to get the best of an argument is to avoid. Why prove to a man who is wrong? Have you to please with that? Why not let him save his dignity? Do not asked for an opinion. He did not need. Why argue with him? We must always avoid the acute angle. There is only one way to get the better of an argument, avoid it. “If you dispute and fighting and conflicts, can achieve a victory sometimes, but will be an empty victory, because they never get the good will of the opponent” Benjamin Franklin. Think, then, do you prefer to have it: a victory academic, theatrical, or good will of a man? Rarely will the two. “Hatred is never overcome by hatred but by love” and a never-ending misunderstanding due to an argument but thanks to the tact, diplomacy, conciliation, and a sincere desire to appreciate the views of others. “Do not waste time on personal discussions the person who is determined to be as much as possible, let alone be exposed to the consequences, even to the ruin of his character and the loss of serenity. CEDED in great things about which can not display more than equal rights, and ceded to the smaller but you are clearly their own. It is better to give way to a dog than be bitten by him to dispute that right. Not even killing the dog would be cured of the bite ” Abraham Lincoln. To prevent a disagreement becomes a discussion: Accept the disagreement (When two partners always agree, one of them is not necessary.), Perhaps this disagreement is your opportunity to correct before committing a grave error. Distrust your first instinctive impression. Control your character. First listen, give your opponent the opportunity to speak, let him finish. Look for areas of agreement, setting out first of all the points and areas where they disagree. Be honest, look for points where you can admit your mistake and do it, apologize for their mistakes, that disarmed his opponents and reduce defensiveness. Pledge to think and analyze carefully the ideas of his opponents, and do it seriously, his opponents may be right. Thank your opponents sincerely for your interest. Postpone action so that both sides have time to rethink the problem (suggest another meeting). When two people screaming, no communication, just noise and bad vibrations.
RULE 2. Show respect for the opinions of others. Never tell a person who is wrong. Do not start announcing ever: I’m going to prove so and so. Makes you want to hear who battle with you, before you begin speaking. If you are going to prove something, you do not know anyone. Do it subtly, with such skill that nobody thinks he’s doing. “We have to teach men as if they were taught, and suggest things like forgotten ignored” Alexander Pope. If someone makes a statement that the opinion of you is wrong-yes, even when you know you’re wrong-it’s much better to start by saying: Well, listen. I think otherwise, but maybe I’m wrong. “Sometimes we notice that we change their minds without any resistance, without excitement, but if we are told that we were wrong to charge us angry, and harden the heart,” James Harvey Robinson. “Our first reaction to most of the propositions (which we hear in the mouths of others) is an evaluation or trial, before an understanding” Carl Rogers. “Get in line quickly with your adversary” Never argue with the client or the spouse or the opponent. Do not say you’re wrong, do not get angry, use a little tact, diplomacy.
RULE 3. If you are wrong, admit it quickly and emphatically. If we know that anyway they will show our mistake, do not forge ahead uch better and recognize ourselves? Not uch easier to hear criticism of our lips lips censorship of others? Say you own all the derogatory things you know are thinking the other person or means, or intends to say, and suggest them before he has had a chance of delivery, and remove the right to speak. When we are right, then try to attract, gently and tactfully, others to our way of thinking, and when we were wrong-very often, indeed, as soon as we are honest with ourselves, quickly and enthusiastically admit the failure. “Fighting will not ever get enough, but giving up is achieved more than expected”.
RULE 4. Begin in a friendly way. “If you come to me with his fists,” said Woodrow Wilson-I think I can promise you that mine will tighten faster than yours, but if you come to me and say, “Let’s sit and talk and if we disagree, we understand What we disagree, and precisely why we are “, we shall see that the end of the day we are not so far apart that the points we differ are few and the points on which we agree are many, and that if we have the patience and openness and desire necessary to agree to get it. ” “A drop of honey hunting more flies than a gallon of gall.” It also happens to men that if you want to win someone to your cause, you must first convince him that you are a sincere friend. Lincoln said. The softness and friendship are stronger than fury and force.
RULE 5. Get the other person saying “Yes, yes” immediately. When talking to someone, do not start discussing the things in which there is divergence between the two. Begin highlighting-and-continue to highlight the things I agree. Follow-stressing if possible, the two tend to the same end and that the only difference is in method rather than purpose. When a person says no, all the pride you have in your personality required to be consistent with itself. The skillful speaker gets “from the beginning a series of Yes” in response. Talk does not provide benefits, is much more helpful and interesting look at things from the viewpoint of the speaker and make him say “yes, yes” from the beginning. Socratic method: to obtain a “yes, yes.” He asked questions with which his partner had to agree. He kept winning a claim after another, until I had a lot of “ifs” in their favor. He kept asking, until finally, almost without realizing it, his opponent was reaching a conclusion that a few minutes earlier would have strongly rejected. Whoever treads softly goes far.
RULE 6. Let the other person who is talking. Almost all of us, when we try to attract others to our way of thinking, we talk too much, which is a mistake. Let the other person talk. If we disagree with it, we may be tempted to interrupt. But we do not. It’s dangerous. We do not pay attention while still having a lot of ideas of their own that call expression. The truth is that even our friends prefer to speak of his exploits before they hear about ours. Rochefoucauld, French philosopher, said: “If you want enemies than your friends, if you want friends, let your friends will pass.”
RULE 7.Permita that the other person feel that the idea of it. Would not it be wise to make suggestions and let others come to their own conclusion?. Man must be taught as if it was taught and suggest the unknown and forgotten (Alexander Pope). Allow the other person feel that the idea is yours. “The reason why rivers and seas receive the homage of a hundred mountain streams is that it stays below them. The scholar who wants to be above men placed beneath them, which tries to be ahead stands behind them “Lao Tse.
RULE 8. Try honestly to see things from the viewpoint of another person. Remember that the other person might be completely wrong. But she does not. No censorship. What would he think, how would I react if I were in your place?. When interested in the causes is less likely that you dislike the effects. The success in dealing with others depends on a sympathetic grasp the point of view of someone else. “He cooperated effectively in the conversation when you show that considers the ideas and feelings of the other person as important as their own. The way to encourage the listener to be open-minded to our ideas, is to start the conversation by giving clear indication of our intentions, directing what they say so we would like to hear if we were in the shoes of another, and always accepting his views. ”
RULE 9. Be sympathetic with the ideas and desires of another person. Frase bullet for stopping the discussions to eliminate ill feeling, create good will and make him listen carefully: “I can not blame him for feeling how you feel. If I were you, no doubt I would feel in the same way. ” The human species universally craving sympathy.
RULE 10. Appeal to the nobler motives. Usually people have two reasons to do one thing: one reason that seems good and worthy, and the other, the real reason. In order to change people appealed to their nobler motives.
RULE 11. Act out your ideas. Not sufficient to state a truth. We must make it vivid, interesting, dramatic.
RULE 12. Lance, to touch, a gentle challenge. “The way to get things done,” says Charles Schwab is to stimulate competition. I do not speak the sordid stimulates, monetary, but the desire to get ahead. ” “All men have fears, but the brave forget them and go forward, sometimes to death, but always to victory” Motto of the Royal Guard in ancient Greece. That’s what I love to everyone that wins: the game. The opportunity to express themselves. The chance to show what it’s worth, to excel, to win. The desire to excel. The desire to feel important.
BE A LEADER
The job of a leader is, inter alia, to change the attitude and behavior of its people. Some suggestions for accomplishing this:
RULE 1. Begin with praise and honest appreciation. It is always easy to listen to unpleasant things after hearing some praise.
RULE 2. Call attention to the mistakes of others indirectly.
RULE 3. Talk about your own mistakes before criticizing others. It is so difficult to hear an account of the vices if that makes it begins humbly admitting that he too is far from perfect. Admit your mistakes, even if one has not corrected, may help convince the other of the advisability of changing their behavior.
RULE 4. Ask questions instead of giving orders.
Ask questions becomes more acceptable not only orders but often stimulates the creativity of the person asked.
RULE 5. Let the other person save his own prestige. Never thinking that we hurt the pride of others. Although we have reason and the other person is clearly wrong, we will only do damage if you lose face. “I have no right to say or do anything,” wrote A. De Saint-Exupery diminish a man to himself. What matters is not what I think of him but what he thinks of himself. Wounding a man in his dignity is a crime.
RULE 6. Praise the slightest progress, and furthermore, every progress. Is “warm in its approval and generous in his praise. “Praise is like sunlight to the human spirit can not flourish and grow without it. And yet, although most of us are always ready to apply to people the cold wind of criticism, always feel some reluctance when try to give our neighbor the warm glow of praise “commented Jess Leir psychologist. The capabilities wither under criticism; flourish under encouragement.
RULE 7. Attributed to the other person a good reputation to take an interest in maintaining it.
RULE 8. Encourage the other person. Make mistakes seem easy to correct.
RULE 9. Make sure the other person feel happy to do what you suggest.
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Job interview – the most common job questions and answers
May 1, 2009 by
Filed under Jobs
Interviews: the most common questions and answers most appropriate
Succeed in a job depends on not only good answer to the questions, but the way they respond
The purpose of the job interview is to convince the interviewer that you feel motivated and trained for the job offered. Therefore, we recommend preliminary report on the activity of the company and its recent actions. In this way, we can prepare well in advance the answers to most common questions that are made in an interview. Along the same reasoning should be shown to work and play the post for which aspires, listening carefully to each question and waiting several seconds before responding denote self-confidence, and it is essential to establish a good relationship with the interlocutor. Bring prepared questions on the post, the company and the selection process can be very helpful. However, it is not advisable to ask about holiday pay, extra benefits, etc.. And only if it suggests the interviewer will view on this matter.
Experts Charles-Henry Dumon and Alexis de Bretteville, author of the book “The job is yours”, they note that, as the interviewer, their experience, their level in the hierarchy, the use of your time …, a candidate may find all sorts of issues. Some interviewers may ask questions as surprising: what is idea of happiness? Therefore be prepared for all kinds of issues, but the main thing at the time to answer a question is how to adapt the response to the needs of the partner, as well as the characteristics of the post to be filled.
In general, the most frequently asked questions focus on personal matters, training and professional experience. These are the most often appear in the interviews:
* What do you think is your best quality? The candidate should highlight his strengths. Apart from being sincere, they should focus on the qualities he believes that the interviewer is most appreciated, as has been perceived in his talk. Although dependent on the type of business and operations, the most valued qualities are responsibility, serious work, the belief that the customer is always the most important facility for teamwork, motivation or willingness to work hard. Above all there is to escape the wantonness, but show just how self-esteem.
* And your greatest flaw? Do not pretend to have none, nor is it desirable to expose the most important. The solution is through diplomatic cover any irrelevant or exaggerate some strength. For example, failing to mention as being perhaps “too perfect”. This suggests a willingness to invest fully in the work offered.
* How to chose their studies and why? There are many answers to this question as studios. However, we must try to show much consistency in the presentation. The most appropriate response is the “vocation” has been made because these studies lead to the kind of work (which is precisely where one chooses to the interview) for which one is more qualified, and you’ve always wanted do.
* How did you finance your studies? This question aims to assess the ability of autonomy and maturity of the candidate. It should demonstrate practices that have been made or summer jobs to finance them.
Among the qualities most valued stress responsibility, the seriousness of the work or the willingness to work hard
* Why you submitted your application to our company? To answer this will be very useful research being done on the company. Partner will like to have before someone who knows the company and has not written at random. Thus, the conversation should slip some specific data on clients for whom it works, expansion plans or the main products.
* What has drawn attention to the listing you have answered? It is important to be precise in the response and avoid saying words such as: “I do not remember very well the ad text” or “not sure because the announcement was not too clear.” Do not forget that the person is who has led this announcement.
* What do you know about our company? We must not engage in giving a speech about it. It is shown to have been interested in it saying: “I have achieved its annual report (if any), I requested that I send your brochure and to learn their trade balances …”. I searched on the Internet It is advisable not going too deeply into the claims as it would lead to other more specific questions.
* What expectations are in relation to his next job? We must reaffirm the skills, qualities and motivations, so that match the profile of the proposed employment.
* Why would you like to work in our company? Try to focus the response around healthy and clear motivation: the nature of the post, members of the company are known, the prospects of the company, product quality, management … Should avoid giving those answers, “because his company is number one because it has a good reputation, or because its facilities are very nice” because they are simplistic answers that say little about the true aspirations of the candidate.
* What do you think it can make to our company? If this occurs at the beginning of the interview should be emphasized that “it is difficult to answer because we do not yet know the whole job.” If you make it to the end, you will know more about the job, so it is important to emphasize the capabilities of adaptation and propose a specific strategy, such as “begin to look and listen, then agree with my position, decide the actions that I undertake. ”
* Why do you want to leave your current position? Here the speaker is trying to know if the candidate who wishes to leave the company or if the company has decided to get rid of him. Be brief and precise answer, for example, saying “would evolve to take on additional responsibilities, which unfortunately can not do in my current position.”
It assesses the ability of a candidate to take on the differences and rebates, but with tact
* What is the most difficult situation to which he has had to face in their profession? With this question is to test the ability to solve problems and the degree of candidate of the decision in order to withstand and overcome moments of pressure. It is important to illustrate the purpose of describing a situation which has not been responsible.
* Always reaches his goals? Although it is tempting to respond that it is more appropriate to say that in business, success depends on many factors, especially external, and it is always difficult to obtain their objectives. This will avoid creating an image of “naive triumphalist” nothing desirable in the job market.
* In your opinion, how long do you need to make a real contribution to our company? To answer this question we must bear in mind two possibilities. The first is that if the partner has already spoken of the post and the company then has the opportunity to sell the strengths and advantages it can offer. We should try not to give details and say that is sure to make a quick, but the first thing to do is to listen and understand the company and employees. If you have not yet talked about the position or the company, the most appropriate response is: “I would like to take this opportunity for me to specify the tasks of the job, because without them I would be difficult to answer accurately. This will demonstrate realism and maturity.
* Have you ever had to make an unpopular decision? This is important because it allows the participant to know more precisely the level of responsibility and activity. The higher the level of responsibility of the candidate most likely to have had to make decisions. This will need to explain why the decision was unpopular, and what was done to try and soften its impact. In addition, we must demonstrate that it knows how to take unpopular decisions, but good for the interest of the company while still being human.
* Would you like to work alone or in teams? If you answer without having sufficient knowledge of the job applied for is being lost. You could say: “I adapt to all circumstances. I am able to isolate both reflect, and open to work in team.”
It is crucial that applicants demonstrate a balanced position in both business and personal matters
* What would you do if you were in disagreement with some superior? This is the same as saying: how one reacts to stress or conflict? This can be answered “during a conversation or a reunion, if my boss asks me my opinion, I will give, but do not agree with him. If on the contrary, it asks me my opinion, express it and then will then explain my fears. ” This will prove to be capable of taking the differences, but always in touch.
* If requested pay raise, how to justify this? It is important to prevent this response: “because I deserve it.” What you need to prove to all the value-added contribution that brings to the company.
* What are your hobbies? What do you do in your spare time? The interviewer wants to know the candidate a little better. It is advisable to once again highlight the qualities that are developed in hobbies and exercise can be useful for the job required. And if that does not have any notable pastime should explain being fully dedicated to work and family. Do not forget that it is essential to demonstrate that you have a balanced life.
* Why so long on the dole? This can be answered: “You know as well as I that the employment situation is not buoyant because of the economic crisis,” or “I think it hurts to accept any job. I think I can meet your needs. This is the reason for which I am in front of you. ”
* Do you have any other alternatives? Have you done more interviews? What is more appropriate to say so, but without giving too much information about companies, and being very precise about the function. It is normal not to name the companies. It must be concluded that the opportunities of less interest than is being offered in the interview, always argue that the answer.
* Why has the company changed many times in five years? In other words, you are unstable? We must respond by demonstrating the consistency of progress, and emphasis on wage increases that have been made with each change of business. Finally, we must note that these changes have contributed positively to the knowledge of the profession.
* Have an appointment with your doctor at 12:00. It has taken three weeks to get it. At the last minute emergency arises a professional reunion. What are you doing? This is an interview technique known as “situation”: the interviewer poses a problem and analyzes the response of the candidate. In this case, it should attempt to place the director. If I were the director saw me and forced an emergency meeting to plan what my reaction would be if one of my colleagues tell me that you have a visit with the doctor? It is a matter of nuances: whether the visit is for a serious illness, the answer is clear.
* How do I evaluate as an interviewer? It’s a dangerous question. It is not always good to tell the truth: if you think the person is incompetent, we should not say. You can respond, “is one of the toughest interviews I’ve done.
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Questions and Answers about Diabetes in the Workplace Act and Americans With Disabilities (ADA)
May 1, 2009 by
Filed under Jobs
INTRODUCTION
The Law Americans with Disabilities (ADA) is a federal law that prohibits discrimination against individuals with disabilities. Title I of the ADA covers employment by private employers with 15 or more employees and also to the employers in state and local governments. The Rehabilitation Act provides similar protections related to federal employment. In addition, most states have their own laws prohibiting employment discrimination based on disability. Some of these state laws may apply to smaller employers and provide protections in addition to those available under the ADA.
The Committee for Equal Employment Opportunity U.S. (EEOC) gives effect to the provisions of the ADA. This guide explains how the ADA applies to job applicants and employees who have diabetes. In particular, this guide explains:
* When diabetes is a disability under the ADA;
* When an employer can ask questions in a job applicant or employee about diabetes;
* What types of reasonable accommodations may need employees who have diabetes and
* How an employer should handle safety issues concerning applicants and employees who have diabetes.
GENERAL INFORMATION ABOUT DIABETES
Diabetes is becoming more common in the U.S., approximately one million new cases diagnosed each year. [1] Currently, nearly 17 million Americans age 20 or older have diabetes, including individuals from almost all races and ethnicities. [2] Diabetes occurs when the pancreas does not produce insulin or produces too little, or when the body does not respond properly to insulin. Insulin is a hormone needed to convert sugar, starches and other foods into energy. The process of converting food to energy is crucial because the body depends on energy for every action, from pumping blood and thinking to running and jumping. Although diabetes can not be cured, can be treated. Some people control diabetes through a balanced diet, maintaining a healthy body weight and doing exercises on a regular basis. However, many individuals need to take oral medications and / or insulin used to control diabetes. [3].
Individuals with diabetes can smooth any work, from leading large companies to protect public safety. However, many employers still automatically exclude them from certain positions based on myths, fears or stereotypes. For example, some employers wrongly assume that any person with diabetes may not perform a particular job (for example, requiring a driver) or frequently need to use sick leave. The truth is that since many individuals with diabetes work with little or no limitation, not their employers know they have diabetes. However, some employees tell their employers that they have diabetes because they need a “reasonable accommodation” means a change or adjustment in the workplace to better manage and control their disease. Most of the accommodations requested by employees with diabetes such as regular work schedules, meal breaks, a place to check your blood sugar levels in the blood or a place of rest, cost nothing to employers.
1. When is diabetes a disability under the ADA?
Diabetes is a disability when it substantially limits one or more major life activities of an individual. Major life activities are basic activities that an average person can perform with little or no difficulty, such as eating or caring for herself. Diabetes also is a disability when you have side effects or complications that substantially limit a major life activity. Although diabetes is not currently substantially limiting the vital activities of a person because it is controlled through diet, exercise, oral medications and / or insulin, and not have serious side effects, the condition may be a disability because substantially limited these activities in the past (ie before being properly diagnosed and treated). Finally, diabetes is a disability when they do not significantly affects the daily life of a person, but the employer treats the individual as if it did. For example, an employer may assume that a person is totally unable to work because he has diabetes. Under the ADA, the determination whether an individual has a disability is made case by case basis.
ABOUT OBTAINING AND USING MEDICAL INFORMATION
Job seekers
The ADA limits the medical information an employer may require an applicant for employment. During the employment application, an employer can not ask questions about the medical condition of an applicant or require the applicant to undergo a medical examination before making a conditional job proposal. This means that the employer can not make:
* Questions about whether the applicant has diabetes, or
* Questions about whether the applicant uses insulin or other prescription medication.
After performing a job, an employer may ask questions about the health of an applicant (including questions about whether the applicant has diabetes) and may require a medical examination, provided they treat all applicants the same way.
2. Can an employer ask if a job applicant reveals that they have diabetes?
If a job applicant voluntarily tells an employer who has diabetes, an employer can only ask two questions: If you need a reasonable accommodation and what type of accommodation needed.
Example: An individual who requests a cashier working in a warehouse reveals a voluntary basis who have diabetes and need periodic breaks to take your medications. The employer can ask questions about reasonable accommodations, such as how often you need breaks and how long. Of course, the employer can not ask questions about the condition itself, such as how long the applicant has diabetes, if you take medication or if someone else in the family has diabetes.
3. What should you do when an employer learns an applicant has diabetes after having offered a job?
The fact that an applicant has diabetes may not be used to withdraw a job if the applicant can perform the basic tasks ( “essential functions”) of a job, with or without reasonable accommodation, without posing a direct threat to security. (The concept of “reasonable accommodation” is discussed in Questions 8-11. The concept of “direct threat” in the Questions 12-14). Therefore, the employer must evaluate the applicant’s current ability to perform the job effectively and safely. After you’ve made an offer of work, an employer may also make the applicant additional questions about your condition. For example, after a job offer, an employer could ask the applicant how long you have diabetes, if you take any medication, if the disease is under control. The employer also could send the applicant a medical examination conducted complementary. An employer may withdraw a proposal to a job applicant with diabetes only if it is clear that can not perform the essential functions of work or represent a direct threat (ie, a significant risk of substantial harm) to his health or safety or the other.
Example: requires a qualified candidate for the position of police officer to undergo a medical examination after having offered a job. During the examination reveals that it has had diabetes for five years. It also tells the doctor that since he began using an insulin pump two years ago, their levels of blood sugar have been under control. The applicant also mentioned that in six years as a police officer in another room, he never had any accidents related to diabetes. Since apparently there is no reason why the applicant is unable to safely perform the duties of a police officer, would be illegal for an employer to withdraw the proposed work.
Employees
The ADA strictly limits the circumstances under which an employer may ask questions about the medical condition of an employee or require the applicant to undergo a medical examination. In general, to obtain medical information from an employee, an employer must have reasons to believe there is a medical explanation for the changes in the employee’s job or duty to believe that the employee may pose a direct threat to the safety of their medical (See Question 6 for other instances in which an employer may obtain medical information).
4. When can an employer ask an employee if diabetes or another medical condition may be causing problems in the performance of your job?
If an employer has a legitimate reason to believe that diabetes or another medical condition may be affecting an employee’s ability to perform its work, the employer may ask questions, or require the employee to undergo a medical examination.
Example: Several times a day for the last month, a receptionist has missed numerous phone calls and has not been in his desk for the customers. The supervisor heard by chance that the receptionist tells a colleague that you feel tired almost all the time, always thirsty and constantly go to the bathroom. The supervisor can ask the receptionist if you have diabetes or send her to take a medical examination because he has reason to believe that diabetes may be affecting the ability of the receptionist to make a key task, sitting at the reception desk for long periods.
5. Can an employer obtain medical information from an employee who is known to have diabetes at any time you have problems playing like the job?
No. The low performance at work is usually not associated with a medical condition and should be treated in accordance with existing policies of the employer with respect to how the plays work. Medical information can be sought only where an employer has a reasonable belief based on objective evidence, a medical condition that can cause performance issues for an employee.
Example: A secretary who has diabetes and is usually reliable has been late to work and has failed to meet certain deadlines. The supervisor observed these changes soon after the secretary began to attend college in the evenings. The supervisor can ask the secretary why his performance declined, but can not ask about diabetes unless there is objective evidence that the low performance is related to your medical condition.
6. Are there other instances in which an employer may ask an employee about diabetes?
An employer can also ask an employee about diabetes when an employee:
* Requested a reasonable accommodation due to diabetes;
* Participating in a voluntary wellness program that focuses on early detection, monitoring and treatment of diseases such as diabetes. [4]
In addition, an employer can require an employee with diabetes to provide a note from a doctor or other explanation to justify the use of medical leave, provided you have a policy or practice that requires all employees to use sick leave to do same.
DISCLOSURE
Unless limited exceptions, an employer must keep confidential any medical information obtained from an applicant or employee. However, an employer may disclose that an employee has diabetes in the following circumstances:
* Supervisors and managers to provide reasonable accommodations or to make concessions to the limitations of an employee labor;
* A personal safety and first aid in case of an employee who needed emergency treatment or require some form of assistance because, for example, that their levels of blood sugar is too low, [5]
* Individuals who investigate compliance with the ADA and similar state and local laws and
* If required for insurance or workers’ compensation (for example, to process a claim).
7. Can an employer explain to other employees that their co-worker is allowed to do something that generally is not allowed (such as eating at your desk or take more breaks) because he has diabetes?
No. An employer can not disclose that an employee has diabetes. However, an employer certainly may respond to a question about why a coworker gets what treatment they perceive as “different” or “special” stressing that attempts to help the employee who has difficulty in the workplace. For the employer may also be useful to note that many of the workplace to which employees are facing personal and in such circumstances, the employer’s policy is to respect the privacy of the employee. An employer can make this effectively assuring the employee that makes the question that their privacy would be respected if he had to seek some kind of change in the workplace for personal reasons.
Benefits an employer to provide information on reasonable accommodations to all employees. This can be done in various ways such as through written procedures on reasonable accommodations, employee handbooks, staff meetings and periodic training. This type of proactive approach may lead to fewer questions from employees who perceived the wrong way of accommodations coworkers as “special treatment”.
ABOUT accommodate EMPLOYEES WITH DIABETES
The ADA requires employers to provide adjustments or modifications that enable people with disabilities to enjoy equal employment opportunities unless doing so will mean an undue burden (ie, a great difficulty or expense). The accommodations vary according to the needs of the individual with a disability. Not all employees with diabetes need an accommodation or require the same accommodation.
8. What types of reasonable accommodations may employees with diabetes need?
Some employees may need one or more of the following accommodations:
* A private area to check levels of blood sugar or insulin to apply;
* A place to rest until blood sugar levels in blood return to normal [6]
* Breaks to eat or drink, take drugs or to check levels of blood sugar;
Example: a factory that requires employees to work a shift of eight hours with only a break of one hour for lunch. An employee who has diabetes needs to eat several times a day to keep your blood sugar levels in the blood fall too. If there is an excessive burden, the employer could accommodate the employee by allowing him to take two breaks of 15 minutes each day and that compensates for the time before starting to work 15 and staying 15 minutes later.
* License for the treatment, recovery or training on managing diabetes, [7]
* Modified work schedule or shift change;
Example: a nurse who has diabetes treated with insulin rotated shift 6-14 shift at 12 midnight to 8. Her doctor wrote a note indicating that interferences in the dream, the routine schedule for meals and insulin injections were the nurse made the management of diabetes. Your employer eliminated his rotation to night shift.
* Allow a person with diabetic neuropathy (a nerve disorder caused by diabetes) using a stool.
While these are examples of the types of accommodations that are commonly requested by employees with diabetes, other employees may need different changes or adjustments. Employers should ask the employee who calls in particular the arrangement due to diabetes what you need to help you do your job. There are extensive public and private resources to help employers identify reasonable accommodations. For example, the website for the Network for Accommodations in Employment http://janweb.icdi.wvu.edu/media/diabetes.html provides information about various types of accommodations for employees with diabetes.
9. How an employee requests a reasonable accommodation with diabetes?
There are no “magic words” rule to apply to be a reasonable accommodation. A person can simply tell the employer that you need an adjustment or change in employment due to diabetes.
Example: A custodian tells his supervisor, who recently was diagnosed with diabetes and needs to take three days to attend a class on how to treat the disease. This is a request for reasonable accommodation.
A request for reasonable accommodation also can come from a family member, friend, health professional or other representative on behalf of the person with diabetes. If the employer does not yet know that an employee has diabetes, the employer may ask the employee to submit a certificate from a health professional.
10. An employer must grant any request for reasonable accommodation?
No. An employer need not provide a reasonable accommodation if doing so would represent an undue burden. Undue burden means that providing the reasonable accommodation would be difficult or costly. If a requested accommodation is too difficult or expensive, an employer must determine whether there is another easier or less accommodating costly that meets the needs of the employee.
11. Is it a reasonable accommodation that an employer shall ensure that an employee often check their levels of blood sugar and insulin coma or is applied as prescribed?
No. Employers have no obligation to monitor an employee to ensure that it keeps diabetes under control. However, it can be a form of reasonable accommodation to allow the employee has sufficient breaks to check their levels of blood sugar, eat or take medication.
HOW TO DEAL WITH ISSUES OF SAFETY
When it comes to security matters, an employer must be careful not to act based on myths, fears or stereotypes about diabetes. Instead, the employer must evaluate each individual for their skills, knowledge, experience and how it affects diabetes. In other words, an employer must determine whether a job applicant or employee would be a specific “direct threat” or significant risk of substantial harm to himself or others that may not be reduced or eliminated through a reasonable accommodation. This evaluation must be based on objective clairvoyance and some, including the best recent medical evidence and advances in the treatment and control of diabetes.
12. Can an employer to an employee to ask questions about diabetes or send it to undergo a medical examination if the employer is concerned about security?
An employer may ask an employee about diabetes when it has reason to believe that the employee can make a “direct threat” to himself or others. An employer must ensure that their concerns for safety are based on objective evidence and not on general assumptions.
Example: A blacksmith working in construction lifting beams weighing several tons iron. A rig placed in the ground helps him load the beams and other workers to help locate them in position. During a break, the supervisor is concerned that the blacksmith breathes and shakes. The employee explains that he has diabetes and that their level of blood sugar has dropped too. The supervisor may require the blacksmith undergoes a medical examination or to submit documentation from your doctor stating that you can do the job safely.
Example: the owner of a nursery that knows one of the teachers have diabetes. Is concerned that the teacher can fall into a coma to see you eat a piece of cake in the birthday party of a child. Although many people believe that individuals with diabetes should not eat sugar or sweets, this is a myth. Therefore, the owner can not put any questions to the teacher about diabetes because it has a reasonable belief based on objective evidence, that the teacher represents a direct threat to their safety or that of others.
13. Can an employer require an employee who has been licensed by diabetes to undergo a medical examination or present a medical certificate before being allowed to return to work?
Yes, but only if the employer has a reasonable belief that the employee may be unable to perform his job or may pose a direct threat to himself or others. Any inquiries or examination must be limited to obtaining only the information necessary to conduct an assessment of the employee’s present ability to do their job safely.
Example: an employee of the telephone had a hypoglycemic episode right before climbing a pole and could not do its job. When the employee explained that recently began a different insulin regime and that their levels of blood sugar drops too often, the supervisor sent him home. Given the security risks associated with the work of this employee, the change in their medication and their response to hypoglycemia, the employer may ask you to undergo a medical exam or provide medical documentation showing that you can perform the work safely without represent a direct threat before being allowed to return to work.
Example: a file, who recently was diagnosed with type 2 diabetes, was approved a week of leave to attend a class on managing diabetes. In these circumstances, the employer can not require the employee to undergo a medical exam or provide medical documentation before being allowed to return to work because there is no indication that diabetes will prevent the employee do their job or that represent a direct threat.
14. What should an employer do when another federal law that prohibits it from hiring someone who is insulin?
If a federal law that prohibits an employer hires a person who is insulin, the employer is not liable under the ADA. However, the employer must be sure that law enforcement is mandatory and not voluntary. The employer must also ensure that the law has no exceptions or exemptions. For example, the Department of Transportation has issued exemptions for certain commercial drivers who are diabetic, insulin-dependent.
Conclusion
While not everyone who has diabetes has a disability as defined by the ADA, it is beneficial for the employer to try to work with employees who have diabetes or are at risk of contracting the disease, to help improve productivity, reduce absenteeism and promote, in general, healthier lifestyles. Employers should also avoid policies or practices that categorically exclude people with diabetes from certain jobs and, instead, should assess the ability of each applicant and employee to perform a particular job with or without reasonable accommodation.
Notes
1.National Diabetes Fact Sheet from the Centers for Disease Control,
http://www.cdc.gov/diabetes/pubs/estimates.html
2. ID
3. There are two basic types of diabetes: type 1 and type 2. Individuals who have type 1 diabetes, insulin must be applied. Some people who have type 2 diabetes manage the disease with weight control, appropriate diet and exercise. Many, but not all individuals with type 2 diabetes are applied insulin and / or oral medications.
4. Employers must keep all medical records obtained as part of a wellness program in a confidential and separate from other personnel records. Employers also can not use the information obtained from a voluntary program to limit welfare eligibility for health insurance.
5. See note 6.
6.La insulin and oral medications can sometimes cause blood sugar levels in the blood fall too. A person suffering from hypoglycemia (low blood sugar) may feel weak, shaky, dizzy or confused. However, most people with diabetes recognize these symptoms and immediately take or eat something sweet. Many individuals who have diabetes also carry a team to monitor blood glucose levels checked and blood sugar as soon as you feel minor symptoms such as sweating or shakiness. Usually takes only a few minutes so that the level of sugar in the blood of a person back to normal.
7. An employee with diabetes may also be entitled to obtain a license under the Act and Family Medical Leave (FMLA), which provides up to 12 weeks of unpaid leave for a serious condition. The Department of Labor implementing the FMLA. For more information, see www.dol.gov/esa/whd/fmla/
