My neurologist asked that I not climb high on the slides or use sharp objects. District claims these are not "not in the scope of a paraprofessional's duties." which is complete bs. They also claim that since I don't have a disability, they didn't need to provide these. Then they cite that sometimes in a high school level classroom, hand-over-hand assistance is sometimes utilized for learning how to use scissors. Kindergarten-fifth graders need hand over hand assistance too. Three of the students in the first classroom, and one in the second room often climbed to the top of the slide and refused to get down during integrated recess and lunch.
I gave the district a copy of the Stanford doctor's diagnosis, and that I am a reasonable candidate for laser surgery in my frontal lobe. They are still claiming I don't have a disability. I have my yearly appointment with her in late September.
The accommodation I should have requested from my local (long time) neuro is that I need to be transferred into one of the academic classrooms, as that is where my experience lies and student' needs pose less of a challenge to me. The district didn't include the entire questionnaire, where "yes" was check marked for each question, just the page where my neuro says no slide or sharp objects.
An Oakland lawyer just called - her office is too busy. But she gave me some advice re an email to prospective attorneys. More detail, and don't open up with already having my RTS letter because they likely see that and think uh oh, there's already a time limit to this.
The district never refuted that I resigned at any of the eight board meetings I spoke at.
My first attorney (who sees merit, but simply doesn't have the time) said in August 2017 that I didn't really have a strong case because I resigned. He did write them a demand letter after they removed my application, and got them to send a copy of my personnel file. They left out my performance review. During investigation, they refused to mediate with DFEH. I do know that my good performance review was in November, and they claim that in a span of three or four weeks my performance warranted termination. The HR guy wouldn't email a copy, then sent one unsigned... with an email saying this isn't official because a meeting never took place..." No, I responded, I remember the meeting well. Three weeks later I got a signed copy.
Here's what I'm most confused about though:
The DFEH forwarded my right to sue letter / case(?) to the EEOC.
The notice from the EEOC says it has been forwarded to the DOJ, and they will be issuing my RTS letter as soon as possible. Is this just a matter of course? I do know that it's pretty significant that it was even investigated.
Last week I filed a retaliation claim with the DFEH (superintendent of HR saying "...you brought this upon yourself when you involved the DFEH." at the last board meeting I spoke at. This happened November 2017.
I am going to draft another email. As everyone here knows, details and succinct aren't my forte. I'm also going to speak to the para who got a permanent position the spring of 2017, despite having a ton of absences, but not technically, since she was only subbing. I subbed for her five times in one month. I think she will sign a declaration. She was terminated after a few months, due to excessive absences.
Time to draft a short, detailed letter. lol...but I'll put "my case down" for a bit first.