<< When someone claims that they're unable to work in an office because they're suffering from a stress disorder, it's reasonable to have some followup question

<< When someone claims that they're unable to work in an office because they're suffering from a stress disorder, it's reasonable to have some followup questions about how they manage the disorder on other occasions that call for them to leave home. I personally went through the whole HR to get approved for WFH after pandemic subsided and my former job decided to bring everyone in. I went with doctor's notes on stress and everything. I was offered a room to have a quiet moment in and (edit: ) told I can use FMLA if I want. I quit as soon as I found a new position ( the timing was fortunate too, because that was at the very end of the 'appeals' process so I was able to send an emphatic no email ). It did not feel as good as had hoped. Still, I completely buy that there are people who will 'abuse' the system, but I also agree with you that HR drone determining whether I fit a set of criteria listed on its chart ( and every company in US is a little different... ) does eventually get to you. For one, they are not my doctor. I remember snapping pretty hard at one girl and I had a visit from VP about my behavior. Honestly, I do not think WFH is too much to ask given it has been proven to work.