Going for one for the first time related to mental illness and I do not want to share the details of this but it's documented and my psychiatrist is going to complete the form for me. Do I need to have a discussion in more detail about why an accommodation is needed (other than what my dr is filling out) with HR or my manager? I am not comfortable telling my manager. Will anything else be needed and what can I expect during the process?
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I can go toe to toe with anyone being a mental screwup, I think I win that battle everytime. Is this process always periodic, get an approval for 3,4,6 months, then have to be reapproved? Is there any such thing as permanence for chronic conditions?
Happy Soon to be Mental Health Month all. Oh, and please be sure you bring your whole self to work, and feel embraced by our overwhelming culture of D&I
/sarc #suchBS
After I got laid off by BAC, I took a job with another financial company. As part of their overall compensation package actually give each associate 5 mental health days per year. In addition to 64 hours of personal time and 5 weeks of PTO. The mental health days are for our use to just take a day here and there to unwind and do something for ourselves. It’s a nice benefit
I am having same issue.I am treated different now than my peers.I have spoke to a lawyer.He is ready to take on BOFA.I have proof.Perfect outstanding performance and record.What BOFA wants is for me to quit or find a reason to get rid of me.It is all I can do to come in everyday.Treated badly.
@3vei+1leAJh1M
HR isn’t there for us- they look out for the company, that’s it. I wouldn’t bother going to them for a dang thing. Zero trust.
Had an issue years ago - I was threatened by an employee (who admitted it)… and they did NOTHING. So yeah, you should probably keep your bright idea to “ask HR” to yourself.
@3vei+1leAJh1M - tsk, tsk.... always helpful to have some intel on others' experiences before calling HR.
There’s always one responder who just can’t help themselves. You didn’t have to reply if you don’t like the question. But please do keep it moving since you had nothing helpful to offer.
That is not a question for this forum but for HR.
Do not provide any details to management. It’s against the law for your manager to ask any details too. I would also suggest making sure everything is in writing w/Accommodations Team. Keep copies of everything incl correspondence. It has been a challenge for me. I’ve entertained attorneys that are willing to file a case against the Bank because of my manager’s unprofessional (and retaliatory) actions. I have never had any bad performance reviews but since my accommodation, management has treated me like dead weight. I would advise you to have everything in writing and keep a journal of everything. The Bank tries really hard to have a certain image but at the end of the day you are an expense. They will replace you like you never existed. Take time off and go on paid leave if necessary (the addtl disability coverage helped me a lot when I used it for psych disability thru Sedgwick). If you do go on leave, be mindful of the period they can choose to not have you return (I think this may be a State law but I don’t remember).
Perhaps give a heads up that a request is coming and but don’t provide any details. Case manager , might ask if you want to talk to them. Case mgr makes a recommendation to your manager. If they can’t agree then it goes to an attorney to decide,
Not sure about the answer to all of your questions, but I can tell you that you do not have to have a discussion with your manager about it. That part will be handled for you by HR.