3 ms·

"I am pointing out that treating people differently damages teams." Not really. Sing happy birthday quickly during a meeting for folks that enjoy it. Skip over

"I am pointing out that treating people differently damages teams." Not really. Sing happy birthday quickly during a meeting for folks that enjoy it. Skip over for the folks that would really rather one didn't. Adjusting for a sickness or disability isn't any different. Most of the time, it boils down to things like giving the person with crutches a little extra time to use the toilet because it takes more time. I don't really understand why this would be an issue for you since, if you had crutches, you'd be treated similarly. The same as if you developed migraines and were able to work from home a few days a month. More often, however, migraines are likely to be covered by FMLA (in the us) and the person gets time off for a certain amount of days. If you truly think this stuff is unfair, I urge you to talk to your elected officials and complain about non-able bodied folks getting some special treatment and I truly hope you don't become disabled in any way afterwards.

hdfbdtbcdg 7y ago
> Most of the time, it boils down to things like giving the person with crutches a little extra time to use the toilet because it takes more time. I don't really understand why this would be an issue for you since, if you had crutches, you'd be treated similarly. I am confused. Where did I say that would be a problem? I am very very OK with reasonable adjustments. Sick leave is something I expect from a non broken society as well. I object to unreasonable adjustments. Edit Oh and if my employer times us on the toilet I am definitely looking for another job!
paxunix 7y ago
> More often, however, migraines are likely to be covered by FMLA (in the us) and the person gets time off for a certain amount of days. Almost always, you will be expected (rightly or wrongly) to use your PTO/sick days first (if you have any). Then FMLA may kick in (up to 12 weeks within a 12 month period), subject to several potential restrictions (e.g. employer company minimum size, employee tenure minimum, etc.) Also, the law states that your employer no longer has to pay you, they just have to keep your position available for you upon your return. So, maybe that's no so great or useful and it's better for your employer to just deal with the fact that you get periodic migraines. (Not disagreeing with your points, but wanted to clarify that FMLA is great for some situations but not all). People just need to be more understanding and compassionate.

hdfbdtbcdg 7y ago

> Most of the time, it boils down to things like giving the person with crutches a little extra time to use the toilet because it takes more time. I don't really understand why this would be an issue for you since, if you had crutches, you'd be treated similarly. I am confused. Where did I say that would be a problem? I am very very OK with reasonable adjustments. Sick leave is something I expect from a non broken society as well. I object to unreasonable adjustments. Edit Oh and if my employer times us on the toilet I am definitely looking for another job!

paxunix 7y ago

> More often, however, migraines are likely to be covered by FMLA (in the us) and the person gets time off for a certain amount of days. Almost always, you will be expected (rightly or wrongly) to use your PTO/sick days first (if you have any). Then FMLA may kick in (up to 12 weeks within a 12 month period), subject to several potential restrictions (e.g. employer company minimum size, employee tenure minimum, etc.) Also, the law states that your employer no longer has to pay you, they just have to keep your position available for you upon your return. So, maybe that's no so great or useful and it's better for your employer to just deal with the fact that you get periodic migraines. (Not disagreeing with your points, but wanted to clarify that FMLA is great for some situations but not all). People just need to be more understanding and compassionate.