They tried to find a reason to fire me after I told them it was illegal to deny me a (doctor ordered) chair at the register when I was pregnant.
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I'm the poster who wrote the misinformation post and I'm definitely not on any crisis team. Just a pbs.
To better equipt yourself for that conversation you can read both federal policies, Federal medical leave act and American with disabilities act. When I worked there tons of intermittent leaves were approved for temporary conditions and a good portion of the ada were as long as the disability qualified under the acts definition. As far as the pregnant cashier with a chair, my stores allowed it, but after trying it each one opted for extra unpaid breaks or shorter shifts sayiing the ergonomics made is more uncomfortable than standing.
Pregnant women can now get accommodations. Finally. Lawsuit in some State against WF. They are changing their tune. Yes, to another poster TMS make it up as they go. Do your research and politely ask for whatever you need. You also don't have to be hurt on the job to get an accommodation.
Pretty sure the only way you can have accommodations is when you get hurt on the job. But I may be wrong. I was always told as far as situations like pregnancy, the TM has to still be able to perform what is listed in their job duties.
Love that lil ecrisis team response slipped in there about misinformation..
Pregnant women were not able to have a stool at my store either. Where do we go for answers if no one at the store knows?
So much misinformation being given out on this post. Do your own research and don't listen to anonymous posters on a board.
ive seen soo many pregnant women discriminated against and even terminated under false pretenses at wfm..they never seem to know that pregnancy is classified as a partial disability needing reasonable accomodations..they wont even let cashiers have a stool to intermittently sit upon while at the registers..the dunderheaded stl was soo afraid of litigation that he would rather gin up some reason to fire the pregnant women.shameful.even the customers complained about the treatment.
Not surprised you were given the wrong information. There's a reason Whole Foods is in the mess they're in...have always made things up as they go along. It's a good thing there are laws to protect people.
Be your own advocate and know your rights because Whole Foods doesn't know what's going on and it's gonna get them in trouble
They can't require you to have a full release. That's against the law.
Whole Foods is in trouble for their ADAA policies in general.
I would push for what you need.
Nope whole foods was wrong. You can cokme back with hours restriction with Drs note.
Thanks for the reply. I've been out for several months after getting a diagnosis. I have a lot of years in with the company. Was told multiple times that I have to have full release to come back...no restrictions, reduced hours etc. Then about a month ago, got contacted by Sedgwick and was given paperwork for reasonable accommodations. Couldn't get a clear answer from HR so had my doctor submit the multiple pages of paperwork. Now waiting on a response once Sedgwick gets with Whole Foods but again was told by my store that they don't know how they could change the full release policy. Isn't it not up to those at the store level? All I'm asking for is less hours.
I had an overview on a TL meeting once. Very gray area. One WF can get in trouble with if accommodations aren't made. But they have to be combined with a doctor's note or shrink and reasonable. Get your documentation then go ask about the process and do whatever paperwork for them you need. I had one girl get to go home everytime she was stressed because she got a note from her shrink. No points given.