There are realistically 2 routes to changing work schedules.
Reasonable accommodation, meaning a medical route.
Work arrangement change application, needing approval from manager, skip manager, ec and ec1.
I just had a conversation with my skip manager (my immediate manager would have approved a change to 2 days per week), but he would not approve as he said it's a "directive" from the CEO and he won't go against it.
So, unless you have a medical reason, you're on 4 days a week or out. No exceptions.
4 years working flex agile with zero productivity issues. What a joke.
15 replies (most recent on top)
@j4 Tech,sales people,risk and control and HR did have cozy arrangements like total remote and more work from home. Most people in Asset and Treasury got one day and shut our mouth and didn't cry about others arrangements. We lived with it. A lot of operations people never had work from home.
Nope. Most weren’t 1 day at home pre- covid. Maybe that was your arrangement…….
Many were fully remote or 2-3 days at home.
@OP Everyone is so up in arms with medical accommodations and work from home. How many people per work group have this status? You have to jump through hoops with your Dr. Also. It's not automatic. It goes through all the layers of management and then HR approves it. It is renewed on a annual basis and they can and will revoke it if they wish. They can and will let anyone go if your salary meets the numbers they are looking for. Face it, you are a body meeting their current needs until they want to kick you to the curb. For most before COVID it was one day of work from home per week. They are just going back to pre-COVID. If it's such an issue find a total remote job and move on.
The he-l ERISA doesnt have anything to do with disability and accomodations. Sure it does. ERISA is a federal statute designed to protect employees by regulating certain employer-sponsored benefit plans, such as health insurance, retirement plans, and long-term or short-term disability. Those are employee ‘accommodations’ in their own right. If your disability benefits come from a plan provided by your employer, chances are they fall under ERISA’s jurisdiction. While ERISA was intended to safeguard employee rights, its rules can create significant hurdles for claimants seeking disability. This place can legally dismiss people who are on disability given the right and legal criteria. Someone mentioned below they are now giving SUB to targeted people on LTD. If they can do all that, then in the case where you are confined to WFH, they can and will find a way to terminate that person.
@f8 ERISA reporting is for companies to report on their retirement benefits. It has notihng to do with disability accommodations. I am sure they let disabled people go. They give a list of people of ages salary grade levels to the people are released. They can't list if someone is disabled as it violates HIPPA.
@eb+1jw9fev2c
Sorry but people with disabilities have been let go. I know firsthand an epileptic woman who was let go for position elimination. Yes it was B.S. but she was given a package and sent out. This place is an ‘at will’ employer which means anyone it hires anywhere can be terminated for reasons the company sees fit in it’s charter and guidelines. Law? Surely you are joking. This place uses the law and loopholes to cover itself. ERISA and EOE protect the company more than the worker if you really examine it. So working from home and reasonable accomodations while agreed to here, doesn’t mean this place has to be tied to it. Just because you have a disability, does not grant you an entitlement , contract or license by the company.
Look up reasonable accommodations. It's a federal law. There are a list of conditions that are considered disabilities. You don't need to be in a wheel chair. If someone has seizures you cant have them drive or take public transportation and be in office. If BNY forced someone to come into office against their physicians advice and something happened to them, BNY faces a lawsuit. Working from home is considered a reasonable accommodation according to the ADA. As long as they let people work from home, people with disabilities can fill out the forms, take it to their Dr and get management approval. As far as laying off people with the accommodation, has anyone been let go with an accommodation?
I think everyone besides OP already knew this?
Where have you been, they haven’t approved anyone’s requests to do less days or be fully remote since 2022. Directive from Robin. Nobody will stick their neck out. You can get medical but you’re first on the list to be laid off if you’re permanently remote with a medical exception.
@am+1jw9fev2c
When did this happen? Are any of those folks on LTD left?
Do you know they let go folks who were on LTD. They did get SUB. The LTD is an insurance payment Even if they are self-insured the get an insurance to cover themselves over a certain limit. The insurance pays 60% of your salary. The firm kicked them out with a simple condition - the department has been eliminated. I do not think they can lay-off LTD employees under the current laws. P-M enabled them.
HR will find creative ways to achieve this
I seen a lot of people with disabilities or in wheel chairs before Covid come into the office ,So what is the problem now
I don’t understand, if someone who gets a medical reason can’t come into the office but they can sit in a chair all day from home . What’s the difference.
You want to change your schedule to 2 days per week???
And let’s also be real here. If you have a medical exception and try to use that as grounds to avoid. 4 days, this place will definitely try other means to get rid of you. Even someone like Christopher Reeve was would be put on a PIP here for performance despite WFH.