If you are currently classified as a virtual teleworker and working from home, but you receive a new Where We Work classification to be a full time office worker, you should visit the Job Accommodation page on HR OneStop if this reclassification creates a medical issue. You can confidently submit a request from your doctor stating what you can and cannot do. The doctor can not disclose your symptoms or diagnosis, only a list of restrictions. You do not need to share any information with your supervisor. You are protected by HIPPA. If you cannot be in a loud area, an accommodation must be made. If you cannot be close to other people, an accommodation must be made. If you cannot be in either a dark or light area, an accommodation must be made. If you can’t be on a higher floor, an accommodation must be made. If you need to be close to a bathroom, an accommodation must be made. If you need to get outpatient care daily, weekly or monthly, an accommodation must be made. If you are seeing a specialist for care, and that specialist does not exist in a hub city, an accommodation must be made. The Job Accommodation Team is very helpful. They have FAQs you can review today. You will need to pay for your doctor visit to get the doctor note. You will need to get the note again every 6 months, and you need to pay each visit. As long as a doctor documents your restrictions, the Job Accommodations team will do their best to meet your needs and will keep it confidential. Your boss will only be informed of the restriction and the job accommodations being made to satisfy. In some cases, you might be given an assigned cubicle instead of using drop ins. In some cases, you might get an office. In some cases, you might be able to come in late or leave early. In some cases, you might be permitted to stay at home. If AT&T does not accommodate, they are in violation of the Americans with Disabilities Act (ADA), which celebrates its 33rd anniversary on July 26th. AT&T has a long tradition of providing Job Accommodations to support the ADA, and they will continue to support throughout the Where We Work transformation. HR OneStop can be found on AT&T Insider home page.
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Remember ladies, HIPPA does not apply once you are eligible for Medicare. No more insurance Portability at that stage of life.
@ojn. You are 100% correct. These so called legal experts have no idea what they are talking about. My neighbor is an experienced employment lawyer. I showed him the OP's post and he just laughed.
folks in my group have to move to Atlanta. I just got an accomdation because of my bome spurs
...and again, as someone else mentioned - medical exception does not exempt you from relocation, just possibly the office for a time. You still will be required to move, as they are saying your JOB moved. They have teams of lawyers ... of course they consulted with them first.
"How quickly can we get rid of all these people with disabilities so the company can start profiting again? Seriously. Get rid of the old people. Get rid of anyone who cannot work in an office 5 days a week. Quit your complaining."
Old people? Actually, most of those accommodations listed sound like the under-30 crew with their anxiety and neurodivergence cr-p.
Jeezus, have you ever heard of a paragraph break?
OP is incorrect. No company HAS to accommodate. They have to make an effort to determine if they can REASONABLY accommodate you to perform your essential job functions without posing an undue burden on the business. If they determine they can’t then that’s that - you are no longer able to perform the job. If your accommodation request stated you can’t work during normal business hours 3 days a week and the essential functions of your position requires 8-5 M-F then no reasonable accommodations can be made. Seeing a specialist has NOTHING to do with the essential functions of your JOB. If you say you can’t drive and driving is not a part of your job description, it has no bearing on your ability to perform the job. Not trying to be harsh but those are the facts. It is up to the business unit to determine if they can support your accommodation request without burdening the business.
If you are virtual and you are hoping to thumb your nose at the company I am sure they will figure out that you need to relocate.
It will be helpful if you reach out to the company and request accommodation so they have a list of people to move.
"I dont recall religious beliefs being a health issue. Well, maybe I'm wrong, very often it sounds like a mental illness, that's health related right?."
Being forced to get a jab is a health related issue.
"like when I did not have to explain my deeply held religious beliefs..."
I dont recall religious beliefs being a health issue. Well, maybe I'm wrong, very often it sounds like a mental illness, that's health related right?.
This was addressed at our notification meeting. For those facing a move (not just RTO), a medical accommodation will not matter when it comes to your permanent address and home office. Basically, if you are told your job moves and you think you can pull this off, you might be able to work remotely, but you'd have to do it from Dallas.
What is HIPPA? Did you meant the Health Insurance and Portability Authorization Act? HIPAA?
Don't trust the OP, they don't even know what the laws are. Can't wait to see that your next accommodation is for ChatGPT to write your emails for you.
Help the company get back profitability. We can't dodge work forever.
How quickly can we get rid of all these people with disabilities so the company can start profiting again? Seriously. Get rid of the old people. Get rid of anyone who cannot work in an office 5 days a week. Quit your complaining.