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Okay, but that is after-the-fact. He has to stress about it now and then file a lawsuit while unemployed and dealing with cancer. I mean, even if he wins... tha

Okay, but that is after-the-fact. He has to stress about it now and then file a lawsuit while unemployed and dealing with cancer. I mean, even if he wins... that supposes that he lives long enough to win the suit. So "should" is doing a lot of heavy lifting in your comment.

greedo 3y ago
I understand the stress, having been through it myself. I think that employees should have greater rights than they currently do, but that will take another generation of voters that didn't grow up with the veneration of business imbued by Ronald Reagan etc. In my particular case, I've made extensive use of the ADA to make sure that I don't have to deal with any BS about bathroom breaks etc. Of course I work in IT so I'm pretty privileged compared to a guy slaving away in an Amazon warehouse.
buffington 3y ago
All true, and very well said. Having a disability, temporary or otherwise, is in itself a burden most people don't have to carry. Having to worry that it could get you fired feels awful, and it's something you think about most of the time. If you're someone who needs the protections of the ADA, you should make sure your HR team knows what accommodations you need. I have a disability that isn't obvious, and have to routinely make sure that my leaders are aware of the accommodations I need. I've had HR actively take action on my behalf when certain middle managers didn't know, or care, to support those accommodations. In one incident, they fired a manager over their lack of support. While I hate that I need to do it, it tends to be worth it to make sure your company knows what you need. I'd also like to think that, should I ever get fired because HR didn't manage to intervene in a similar situation as described, the dispute would be more likely to go my way. It at least removes the ability for the company to say "we didn't know about the disability."

greedo 3y ago

I understand the stress, having been through it myself. I think that employees should have greater rights than they currently do, but that will take another generation of voters that didn't grow up with the veneration of business imbued by Ronald Reagan etc. In my particular case, I've made extensive use of the ADA to make sure that I don't have to deal with any BS about bathroom breaks etc. Of course I work in IT so I'm pretty privileged compared to a guy slaving away in an Amazon warehouse.

buffington 3y ago

All true, and very well said. Having a disability, temporary or otherwise, is in itself a burden most people don't have to carry. Having to worry that it could get you fired feels awful, and it's something you think about most of the time. If you're someone who needs the protections of the ADA, you should make sure your HR team knows what accommodations you need. I have a disability that isn't obvious, and have to routinely make sure that my leaders are aware of the accommodations I need. I've had HR actively take action on my behalf when certain middle managers didn't know, or care, to support those accommodations. In one incident, they fired a manager over their lack of support. While I hate that I need to do it, it tends to be worth it to make sure your company knows what you need. I'd also like to think that, should I ever get fired because HR didn't manage to intervene in a similar situation as described, the dispute would be more likely to go my way. It at least removes the ability for the company to say "we didn't know about the disability."