Thread regarding Bank of America layoffs

I know of a case where an ignorant manager actually warned an employee that requesting MA of working from home due to a physical disability would make them prime employee for next round of layoffs. Then this manager repeated this in front of a witness. This was pre covid when there were almost weekly layoffs.

I can't believe this person didn't sue. HR was brought in. The mgr is still there, but the employee was very sick and ended up on disability.

Be prepared for the line of business to become hostile after you start the process and they are made aware - from personal experience

Reply Post ID: @6urn+1qxvEktR

What was your outcome? Did you go through with it? I think i will

I had the same experience. You call for assistance and you are faced with a possible termination. I was amazed by the time line that is dictated. If you choose to attempt a move to a different internal position then you are on your own. If you can't find a solution then you are finished.

It's a little like putting a toaster in the bathtub with you just to see what happens.

If MA isn't working
Speak to your doctor about short tern - long term disability & FMLA

To @1sxl+1qxvEktR and non OP responding here. Issue is they cannot not hire you due to MA (EEOC etc.) so they must interview you without asking or drilling too deeply into MA. Then once hired, in this case, transferred successfully, then they deal with your MA and found out that the LOB cannot accommodate the candidate’s MA. In some states, it is not a right to work state. So MA does not come in front of business’ needs.

OP just worry too much, if S/he just wants a job for the time being that can accommodate MA, the bank is a big place and there are jobs and LOB that can certainly accommodate, however, whether it is your ideal job, pay or environment, that is a separate matter.

Reply Post ID: @1sxl+1qxvEktR

Prior to the transfer i was granted an accommodation and it’s documented. but did not realize it was only temporary. So when the transfer happened i followed up and found out it was expired and would need to re-apply. I am freaking out because i definitely don’t want to be laid off. So idk if it’s to scare me or i am really potentially SOL, since it’s coming directly from the MA consultant.

Were you transferred to the new LOB with them knowing about your medical situation prior to the transfer? See where I am going with this?

Reply Post ID: @1zwo+1qxvEktR

Was transferred permanently to a LOB -
I am requesting an accommodation from that LOB, and they cannot accommodate. Next step is to job search for one that can, and that is where they are stating if they cannot find a LOB that can, i am laid off..

Call the ADA or the EEOC for guidance
This may be a violation of federal law
We cant advise not knowing all the facts

I’m confused. Is this bc your LOB isn’t in agreement with the accommodation? Or is your role not conducive for WFH?
I’m confused how you could be approved but also be risking your job bc of a documented disability

Wondering if that MA consultant is trying to intimidate you - I’m sure they’re being pressured to find any way to decline MA’s to reduce them as so many people have been able to obtain accommodations (which I think is fine since we accommodated the bank and worked from our homes when they needed us to in 2020/2021… if we’re capable of being productive back then, we’re still capable now - especially since the world has changed and accommodations are helpful considering many new concerns since 2020).

Contact the EEOC

I would document everything. They have to accommodate for a medical issue; I’d be shocked if they said they can’t find an LOB that will. If you have that in writing, I would seriously seek out legal advice.

It’s coming from the MA consultant. They can move forward with the accommodation but cannot guarantee that they will find me a LOB that will accommodate. Hence the lay off if they cannot.

I would definitely seek counsel if they laid off while on MA esp if ADA

I know that certain members of leadership will intentionally target people who use FMLA, bereavement or accommodations more than they feel should be used.
2 key things

1. Never have an undocumented conversation. If you get called in by leadership- reply: "I will be happy to meet with you. Please ensure that a member of advice & counsel will be present"
2. If the conversation happens where they try to dissuade you from utilizing benefits afforded to you under the banks great place to work benefits follow up with a written email to whomever you met with thanking them for meeting with you this morning or afternoon.

I appreciate you taking the time to discuss xx with me and sharing your concerns about xx
I will review with my doctor & get back with you
That documents the conversation
Good luck

Yes i know the difference and not looking for non of those two outcomes. I am just wondering if it can happen thought it was weird to mention that for a legitimate accommodation backed up by my medical provider. The next step is to find a role that can accommodate but was advised if they can’t find anything then a lay off is next.. I know people that have gotten re-assigned for having “equipment problems” but here i am with a legitimate medical need and am being advised the outcome may not be good..

I think there is a difference between a layoff and a firing.

A layoff isn’t an employee’s fault, whereas a firing is due to cause.

You can generally collect unemployment under a layoff, but usually can’t if you were terminated for doing something wrong.

Ive never heard of anyone being let go (layoff or firing) due to a medical reason, unless it wasn’t a truthful medical issue.

The bank is a large company. The will follow the law.