I have chronic migraines but still show up to work and don’t think my issue would get approved. I could get a doctors note but I don’t think it would qualify me for fully remote and could be used against me I assume. One of the members on a team I work with only comes to the office one day out of the connect week and I wonder what she has that allows her to have that schedule.
17 replies (most recent on top)
Falling asleep at the wheel/narcolepsy
Migraines, doctor can recommend working form home and HR will still only approve partial exceptions
An employee can literally die and they’d still ask them to be in the office on the day of their own funeral
Can’t echo enough, if you are going to formally request a medical accommodation obtain legal counsel. Do not just informally go about.
@dp Be very careful. I broke my foot and everything was just fine until I got an accommodation. I was out 3 months and when trying to come back I was given an ill advised separation agreement so they could hire my interim who was about 35 years younger than me. I’ve since found from others this is not a one-off situation, it happens rather frequently.
I suffer from chronic fl-tulence, mostly silent but sometimes very loud. My family prefers RTO for me.
Maybe you should mind your business. It’s medical. Focus on getting your doctor to approve your situation. It’s not for you to evaluate other people’s situations. That’s wasted energy.
@ef you forgot scurvy.
I know an autistic woman who has an exemption. She apparently goes non-verbal on her colleagues to the point of being disruptive. If you’re wondering how she got the job, her mom got her the job she has now. I know someone else who has a partial exemption (comes in once a month) due to ADHD. Both of these people had their psychiatrist vouch for the severity of their “conditions” with supportive managers.
I left a little while ago but keep in touch with some former coworkers. I know of several people that still have the exception. Each one has pretty severe issues though. One example would be vestibular migraine with horrible tinnitus and random nystagmus. Something that impacts their daily life. Unable to drive, dizzy in busy environments, migraines from LED lights. Not something I'd wish on anybody. Pretty much brought their life to a standstill fo-e most things. Neuro thinks it was probably brought on by stress but they already had a history of migraines.
Polio, smallpox, scabbies, plague, tuberculosis, leprosy, rabies, measles, quinsy, horrors, apoplexy, dropsy, barrel fever, black dog, st virus dance, or chalk stones should all entitle you to remote work.
It really all comes down to your doctor’s support. If he states you need restrictions Fido must accommodate, but you should seek out an employment attorney as they know how companies operate in this space and what is required to be successful in getting your accommodation approved. So if you think you have your doctor’s full support, I would contact an employment attorney, they will create the plan to approach Fido with proper formalized documentation. If you are serious about this do not approach it half assed, the attorney will look to understand your job and can likely tell you if you will succeed in your request and Fido will take it more seriously as a violation of the ADA could be consequential and your attorney will help if it rises to that…Good luck
People on my team got the exceptions after we were required to come back after COVID. Before COVID they were in the office like everyone else. It's not my business. I do know it's reviewed annually.
I never show up to office anymore!
I’m now retired…hahahahahahaha 😂
Don’t be jelly.
@a4 I'm hoping you're being sarcastic - it's no one else's business what someone's medical issues or any other issue that warranted getting a remote exception.
To share my experience, I'm unable to drive (medically determined/certified). Fought hard for a remote exception after being switched to late-night shifts (ie no transit). Didn't get it and ended up leaving. I would ask.
Echoing the top reply "if you are not teacher's pets (coddling with your manager), even if you loose an arm on your way to office..." I felt this def impacted my ability to get needed accommodations. As illegal as it sounds, I do have a sense that this affected the process.
I was part of a team where one person NEVER showed up in office, still does not.
Not sure what qualifies, but one thing is certain if you are not teacher's pets (coddling with your manager), even if you loose an arm on your way to office, your manager will ask you "hey noticed you missed a day in connect week"
Why dont you ask her?