The person who was wearing a uniform actually didn’t even say anything bad, yet we were all written up.My written warning states that I was using foul language while wearing a company uniform.They did not send a courtesy email in advance or an email of apology after the course date.
The ADA is divided into five sections called “titles.” Each title covers a different area. Title II covers state and local government programs. Actually, what you might have heard called the “new ADA” is really called The ADA Amendments Act – or the ADAAA. Whether a person had a disability in order to sue became the focus of most disputes under the ADA. The focus of the ADA was supposed to be on access and accommodation, not on whether the person really had a disability.
Unfortunately, that position will never become permanent. It would be completely justified for an employer to reject me on this basis, but I want to do what I can to mitigate that risk.
I would start by calling your old employer and seeing if you can work something out regarding the reference that they’ll give you.
(Hell, on free webinars, I think the attendance rate is usually something like 50% of everyone who signed up.) If it’s going to inconvenience you or cost you money to have some people not show up after RSVPing that they will, then you might consider how you modify things on your side — for instance, it might make sense to confirm with people a few days before the course, or to plan around the assumption that some particular portion won’t show up, or to stress in the original communication why you need to be alerted if they need to cancel.
But chastising people for not attending and not apologizing to you is likely to alienate them, which probably isn’t what a church wants to be doing. Mentioning experiences to an interview that aren’t on my resume I’ve been at my second job out of college (thanks largely to your advice!