If you are a casual employee using a cane or wheelchair is the employer (with multiple
locations, the majority of which are not accessible e.g. schools) obligated legally to accommodate your disability by contacting you for accessible jobs? Contacting you for accessible jobs first before offering the jobs to able-bodied casual employees who can freely take and access all jobs? How far does the employer have to go to ensure that lack of accessible work does not affect you including the income you are able to earn vs. what able-bodied employees can earn?