If you’ve been denied previously-approved medical accommodations, switched to remote status instead of having the accommodation approved as an alternative path forward, or if you experienced a lot of stress/difficulty/hardships this year from the disability accommodation process this year or previously, please upvote this post.
13 replies (most recent on top)
@17e honestly thou this was a fishing expedition by someone in HR to be a hero
@bq I don’t think so, not without accidental doxxing if HR or someone with access to employee records were to review this thread.
@de while this sounds good in theory, it’s really not. When you’re classified as remote instead and you don’t need to jump through legal hoops with accommodations, that means you’re no longer a protected class. If Gunjan were to decide they want employees onsite, not remote, 5 days a week, remote employees could be laid off.
When you switch from accommodated to remote, you trade a protected status for a standard employment condition. An accommodation under the ADA is a legally documented, individualized workplace mod tied to your disability. It creates obligations on the employer’s side. They have to maintain it. They have to engage in an interactive process before changing or removing it. They can’t retaliate against you for having it. The accommodation is tethered to your protected class status.
Remote work as a general policy or job classification isn’t any of those things. It’s a business decision. It can be revoked during a reorg, a RTO mandate, a manager transition, any moment leadership decides the policy has changed. You have no interactive process rights, no advance notice requirements, no protected basis to push back. They can pull the rug tomorrow and the answer is “this is the new policy.”
If your accommodation was remote work and you convert to a standard remote role, you’ve effectively erased the paper trail that documented US banks acknowledgment of your disability and the specific modification it required. Future retaliation or adverse action becomes harder to connect to a protected characteristic because there’s no longer a visible protected characteristic in the record. It looks like a policy change affecting everyone vs a targeted removal of a disability accommodation.
Something to think about.
Always keep contemporaneous notes in a paper notebook. When HR steps on a rake, lawyer up. Get paid.
Child’s play. HR is full of C average communication majors.
When TD died in the plane crash the Bank lost it's last real (executive-level) link to the cultural mindset of RD.
@gq AC had his problems but he was nowhere as bad as GK.
@gq Cecere was bad but nowhere near as bad as the unhinged Gunjan. She’s known to be a destroyer of team spirit and apparently also a deranged lunatic sending out threatening emails to all employees every chance she gets.
@gb I think you need to go further back to Cecere. It all started from him.
@ex Gunjan happened.
She's put people in leadership positions that have no business being in them. Herself included.
So I used to be a US Bank employee up until 2018. When I requested a WFH accommodation under ADA there was no formal process or any hoops to go thru. In fact the HR rep implored my manager to let me WFH to avoid the process entirely. What the heck happened to this company since then?
I don't think they every give you the option to switch. Trust me, if they had (was Remote well before COVID for common sense business reasons), I've have taken it in an instant! As it stands, I'm good until just after Christmas before I have to partake in the Dog and Pony show that is "reconfirmation of disability," so certainly interested in hearing if they're pushing back.
Can anyone provide a detailed chain of events for their ADA accommodations being denied?
What new barriers have happened?