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From: Beth Bienvenu
Date: 21 Oct 2006
Time: 09:38:32 -0500
Remote Name: 184.108.40.206
This is a tough one because there arenít a lot of accommodations that donít end up taking important job duties away from a PWS. An employer can not require a PWS to cover receptionist duties while the receptionist is at lunch. And in my last job I hated making announcements over the intercom when there was a call for someone and usually passed it off to someone else. Some of these duties may not really matter in oneís job performance, but what about avoiding making a presentation to the boss? Passing off an important client to someone else? Not making important phone calls? Avoiding these important projects can jeopardize oneís career advancement, so I wouldnít recommend it in these cases. I think, in the end, itís up to each person to determine what types of accommodations (or changes to the work flow) work best for him or her. Perhaps PWS can have a frank discussion with a supervisor or HR manager in which they discuss their stuttering, their job performance goals and how their stuttering may or may not impact their work. They can ask the employer to keep these things in mind, but not limit the assignments that they give. An enlightened supervisor will hopefully be able to continue to have high expectations but listen to the PWS when he or she has concerns about being able to do a particular task. As Iíve said before, this may not work in every work environment, but it may work for many.