Has anyone submitted a request to stay at home using an ADA accommodation? I currently do not have a seat assigned and am concerned I will be assigned one soon since my office seems to have space according to iris. I have mentioned it to my boss and he said I definitely should submit one if I am assigned a seat, but I want to know if someone had to fight hard for it or if it was denied. Any recommendations on wording? Should I have an employment lawyer review it before submission?
I find it hard to fathom them being able to deny it when I was hired as WFH in 2019. I guess they could with the assumption I wouldn’t be able to afford to find it from a legal perspective.
Any managers have an employee who submitted one and it worked for them?
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If you're in a work-at-will state you can have documentation from God, but if they want to get rid of you, they can. So, unless you live in Montana (the only state not work-at-will) I wouldn't make any bets on the ADA saving you from having to go into the office or keeping you from being job eliminated.
And you shouldn't be exempt from layoffs just because you have ADA.
I had an approved ADA to work from home for severe medical issues. I had it for 7 years and I was still laid off in April….. you still won’t be safe from layoffs or being let go…
Yes! It was super easy, there’s a form on Iris… I printed it out and my PCP filled it out, noting my ADHD & anxiety diagnoses. My PCP’s office faxed it to employee relations- I received an email from employee relations that same day to confirm receipt… was processed and completed 2wks later and approved by my manager. Permanent WFH.
I just sharted HARD. Completely ruined my underwear and probably need to throw out my parts. Came totally out of nowhere. Needed to take a shower. Can't imagine how awful that would have been if I was in an office over an hour away. Not the first time this has happened either. Does this count as a disability or do I need to cr-p in the cube next to HR first?
90% of the time I keep to myself and talk to no one. I am diagnosed as bipolar, though, so I guess I may be the obnoxious a--hat the other 10% of the time. Oh well, I try. =p
In an office, there is often no escape from obnoxious a-s hats.
If you’re getting so mad you’re breaking keyboards, you’d be the obnoxious a hat in office
My best advice for anyone questioning if they may have an ADA qualifying exemption is to reach out to an employment lawyer. They can typically get you pointed in the right direction at no cost over the phone. Someone in your state would know if there are any other laws that could apply.
If your Dr will write you the accommodation, you should do it.
Can’t hurt.
I have been diagnosed with bipolar disorder, psychotic tendencies, high anxiety, ADD ( as well as a slew of other mental conditions) and picked my profession just for the ability to work from home. I rarely leave the house because people just stress me the fu-k out - but also don't see a doctor for it and haven't for years. I prefer being a borderline shut in than being dr-gged up on tons of medication.
I cannot focus at all around people. I'm generally pretty friendly but randomly react to rude people, including bosses, how you'd expect a He-l's Angel in a bar to react to someone calling him Shirley. I get pretty unhinged sometimes. Being remote works out for me because I can just mute myself when I'm so mad I'm cursing up a storm and have only had to replace a few keyboards from when I get furious and lose control. I can always just walk away from my computer, do some breathing exercises, and chill out at home. In an office, there is often no escape from obnoxious a-s hats.
FML.
I have a friend that gets high anxiety being around more than 5-8 strangers. He got a medical exemption from his doctor. Of course this is at a different company that’s probably more compassionate!
@yrc+1t7us1Oa That is awful! I think you’re right. Folks with disabilities and those hired WFH before the pandemic should be first to stay home.
One of mine is a mental health item. The other health issue makes me immunocompromised.
There is someone on my team and in the office with me who has a significant ambulatory disability. They told me back in September when I was like “why are they having you come in?” that they had doctors note and other documentation and argued for an exception. It was denied at a high level (approval is needed all the way up to EVP). They contested with HR and were told that the office is fully compliant with ADA (parking spaces, elevators, ramps, etc) and any other legally required in office accommodations would be made, but there was no valid reason for an exception. That tracks for HR when our new CHRO is an ex attorney.
So unless you have a disability that can’t be accommodated or it is a well documented mental health disability, if they want you in they will force you in.
It is totally wrong in my opinion. WAH should go to people with disabilities first, then people who were hired WAH before the pandemic next, then everyone else. But there is no rhyme or reason to it. They just want warm seats and enough people in office to get tax breaks and to justify paying rent. Cigna is so cruel.
Good luck and if you go for an exception I hope you get it!
I have 2 health issues that are covered under the ADA. I just want to know what I’m getting myself into if I go that route. I also don’t want to put myself on a list to be laid off I do get an accommodation.
My boss is great. He was all for me submitting one.
We have a few folks that have them on our team and don’t have to come in at all and they had no issues. If you have one of the diagnosis aligned for ADA, your doctor fills it out & signs it… you shouldn’t have any issues with approval. Most companies don’t play around with ADA, because it opens up too many legal issues. This is only what I’ve seen of the people I know that have approved ones. Someone else may have more to add.
You should have some sort of reason. I have approved ADA for a few of my employees who had health or mental issues with coming back in. The requests were reviewed by HR and I had to have meetings with HR to verify so if you have a bad manager it may not work out.