I am hearing that HR is reviewing all medical accommodations for remote work and if you don’t agree to come in at least one day a week it has to be approved by sr leaders and if they don’t approve and you don’t RTO you will be terminated.
Wouldn’t this be considered discrimination?
You wouldn’t believe the excuses people are giving. It’s so sad they have to game the system while on the other hand we have legit situations. My coworkers are just lazy as--s.
In my group there are remote people in noncore locations that have not been laid off while some in office people have been. Doesn't make sense after big fuss to be in office 3 days.
The remote employees should be celebrated, they are by far the most efficient in the company. The ONLY reason that the ivory tower has been targeting them is because remote workers are unlikely to quit voluntarily, and that is the ONLY thing that Hudson Yards wants from any domestic employee.
Yes, I had one that was under review and they forced me back in.
ADA has a specific definition which is an impairment that significantly limits at least one of life's major activities - these are also defined. google it.
ADA provides for those with disability to get a "reasonable accommodation" if the accommodation doesn't cause the business "undue hardship" Not all conditions require remote work as an accommodation.
Yes all accommodations are being reviewed. if it doesn't meet the above criteria, back to the office you go - 3 days a week. Any days less than that is still considered an accommodation.
So to answer OP's question - nope, not discrimination if it doesn't meet ADA definition. If it does, WF keeps the accommodation active.
I wonder how many of the “disabled” employees on a WFH accommodation are actually disabled or are gaming the system. Our entire c-suite is mentally disabled and they’re able to get to the office.
Employee Appreciation week + DEI = Wells Fargo never gave 2 honest hoots about either…
Hey disabled folks, feeling appreciated yet?
Not if there is an accommodation that can be made for the employee to return to office.