Thread regarding Truist Bank layoffs

@10s Who you know was always more important than anything. How do you think Donta ascended? Hard work?

Remote work saved for drinking buddies and contractors

@z2 There is unfortunately a generation of people that expect to be provided a paycheck—or government check—just for waking up in the morning. It's shameful but today's Purpose Corner shows their days are numbered if they don't start living the PMV.

Medical accommodations are a joke. It makes no sense. None. Do these people never leave the house? No cinema, no restaurant, no grocery store, no sitting at kids games or events. I assume they have hired help at home.

@ey those videos did not constitute official policy and have been removed.

If you need to lawyer up be sure to have your lawyer subpoena Jenny’s “The Wire” posts.

Back in October she accused everyone who submitted an accommodation request of faking their condition and threatened that she’d transfer or fire people who got an accommodation approved.

Even if you are not in IT those videos may help prove upper management’s hostility towards employees exercising their rights under the ADA.

This is normal throughout the process..it happened to me as well.i got the additional documentation and the accomodation...

@bq If only you people put this much time and effort in to doing your actual jobs.

The only right answer is to lawyer up and sue Truist.

@OP - This situation is unusual and suggests that HR may be attempting to block or delay your request, so keep careful written records of every interaction. Under the ADA, an employer may only refuse a reasonable accommodation if it would impose an undue hardship, meaning significant difficulty or expense for the company, and that can be hard to show when you have already been successfully performing your job remotely and your colleagues are spread across different locations.

If Truist ultimately rejects a well‑supported request for reasonable accommodation, there is a meaningful possibility of a viable ADA claim, and similar disputes with Truist over disability issues and accommodations have already led to litigation by current and former employees. Truist will settle, and the agreement typically includes a non‑disparagement clause that bars you from publicly criticizing the company on social media and will also restrict future employment with Truist as part of the settlement payment. Once people leave Truist, they don’t want to come back, so no issue there.

Blaming other employees for the process being bad instead of the multibillion dollar company who has decided to punish people who legitimately need accommodations is wild. Some people just want to be subjugated boot nibbles.

If you have a legitimate medical need, feel free to thank your “teammates” who treated the accommodation process like a convenience request because working in an office was mildly uncomfortable due to their hang nail. Their flood of nonsense claims is exactly why the system is now slow, hostile, and exhausting for people with real medical issues. Absolutely embarrassing behavior, and they should own the damage they’ve caused.

@a7 HR has entered the chat…lol

You can thank your peers with sudden onset IBS and "seasonal depression"—if you're able to complete all this extra paperwork you've added to your life then it sounds like you're able to work an honest 40 hours a week without accommodation.

that su-ks you have to deal with that. not surprised that has been your experience though... #ChampionMindset