#disability

I worked for the company for years and have had medical issues less than a month after i requested accommodations via ada as a disabled vet I was terminated, before i could even get my accommodation equipment to work. it makes me think with all their finiancial woes that they are terminating people and i almost worked for them for a decade and had outstanding performance reviews until i got sick.

I can also tell you there watson IVR system is plagued with thousands upon thousands of Bot calls retrieving PHI which is a massive HIPPA violation. After auditing them and telling them of this and applying to ADA they axed me.

But all the non-stop meetings about resume building and things hinting at org changes and such have been going on and i know alot of people are on the early retirement track.

I fortunately documented all the HIPPA violations my notification of them to them and notified it officially to the government today.

This has been going on for years, I hope they enjoy the Hipaa audit let alone the FTC violations.

Asking here because I’ll never get a honest answer on company letterhead. You have so much FMLA time (12 weeks) then you have so much Short Term Disability (26 weeks), which can run concurrently. Do people who need to go beyond the protected 12 weeks risk weeks 13, 14, etc. being used against them when RIF time comes around?

My management structure has not allowed me to move forward. I've had top performance awards.....but it doesn't matter. My current manager has put in bogus evaluations on my mid-year that I didn't even work on in 2025!
I filed with HR and they basically found that my claims were "unsubstantiated misconduct". Oh boy, do I have a ton of info on that one!!! To be sure, HR, is not your friend and they'll say "I'm sorry but due to confidentiality reasons, we can't say" to ever question you might have.
My advise? HR will not help you. As the victim, I've not even heard what they did, who they talked to, and what came of it. And yet, here I am.

From what I’m hearing, there will be no exceptions for people who were originally hired as remote. I simply can’t commute or work in the office for a variety of reasons - location and disability among them. That’s exactly why I sought a remote role in the first place, and my situation isn’t unique. I know people like me will probably be dealt with in phase 2, but it would be good to know what we can expect. It’s tough enough for others to find a job in this economy, doubly so for people in my position.