I have a meeting later today for an employee who requested a reasonable accommodation to work from home for medical reasons, and it was declined (by the people who review the RA requests, not by me). The employee, like the rest of us, have been doing the job for over four years from home; how can anyone possibly make the case at this point that they need to come into the office?
The meeting description has a sentence in it that clearly states the medical documentation was sufficient to support working from home. So why are we having this meeting?
I, of course, completely support her request and will argue for it, if necessary. I wish I could come up with a similar justification for myself, honestly, but I cannot, and I’m not going to game the system and possibly affect people who really do need it.
(Our employer’s whole return-to-office thing is driven by outside forces that have little to do with our work. I suspect our leadership would continue work from home if they could. Unfortunately their supervisors do not agree.)
Sounds like you’re a good manager in a frustrating situation. Good luck with your meeting and hopefully you can talk some sense into whoever needs it.
I’m very lucky that my employer basically went totally remote first as soon as covid hit and made it clear it was a permanent change from the get go. I know many folks in this frustrating position of fully or partially in office mandates that really don’t seem to be required for the work.
Thanks. Part of me wants to find an employer similar to yours, the other part of me is like, hey, I’m planning to retire in like 7 years.
There’s a LOT of concern over what this return-to-office plan will do to staff - we think quite a few people will find other jobs. A few have said so out loud; who knows how many more are planning the same quietly (of course, some people also talk a big game, but when push comes to shove…will they really?). We’re also running into more issues hiring; another manager I know had a candidate decline because the position wasn’t remote and they didn’t want to move here. When I talk to candidates, it’s now the first thing I check, even before I schedule the interview - no point in wasting time for either of us if it’s a non-starter.
It’s kind of weird - we only have to go in once a week, which actually isn’t that bad at all - for those of us who already live in the area. But it’s harder to convince people to move across the country to a high cost of living location so they can sit in their apartment 4 of 5 days each week. But we have to support the local Popeye’s fast food joint, I guess.
Update: They kicked me out of the meeting. The employee’s first-line supervisor was still in it, and it was really short - they basically asked if the employee could do the job remotely or not. It sounded like they were going to approve the request. This whole meeting setup is very strange; it’s never happened before on any accommodation request I’ve been involved with (maybe half a dozen over the years). Maybe they review a few at random or something.
I have a meeting later today for an employee who requested a reasonable accommodation to work from home for medical reasons, and it was declined (by the people who review the RA requests, not by me). The employee, like the rest of us, have been doing the job for over four years from home; how can anyone possibly make the case at this point that they need to come into the office?
The meeting description has a sentence in it that clearly states the medical documentation was sufficient to support working from home. So why are we having this meeting?
I, of course, completely support her request and will argue for it, if necessary. I wish I could come up with a similar justification for myself, honestly, but I cannot, and I’m not going to game the system and possibly affect people who really do need it.
(Our employer’s whole return-to-office thing is driven by outside forces that have little to do with our work. I suspect our leadership would continue work from home if they could. Unfortunately their supervisors do not agree.)
Sounds like you’re a good manager in a frustrating situation. Good luck with your meeting and hopefully you can talk some sense into whoever needs it.
I’m very lucky that my employer basically went totally remote first as soon as covid hit and made it clear it was a permanent change from the get go. I know many folks in this frustrating position of fully or partially in office mandates that really don’t seem to be required for the work.
Thanks. Part of me wants to find an employer similar to yours, the other part of me is like, hey, I’m planning to retire in like 7 years.
There’s a LOT of concern over what this return-to-office plan will do to staff - we think quite a few people will find other jobs. A few have said so out loud; who knows how many more are planning the same quietly (of course, some people also talk a big game, but when push comes to shove…will they really?). We’re also running into more issues hiring; another manager I know had a candidate decline because the position wasn’t remote and they didn’t want to move here. When I talk to candidates, it’s now the first thing I check, even before I schedule the interview - no point in wasting time for either of us if it’s a non-starter.
It’s kind of weird - we only have to go in once a week, which actually isn’t that bad at all - for those of us who already live in the area. But it’s harder to convince people to move across the country to a high cost of living location so they can sit in their apartment 4 of 5 days each week. But we have to support the local Popeye’s fast food joint, I guess.
Update: They kicked me out of the meeting. The employee’s first-line supervisor was still in it, and it was really short - they basically asked if the employee could do the job remotely or not. It sounded like they were going to approve the request. This whole meeting setup is very strange; it’s never happened before on any accommodation request I’ve been involved with (maybe half a dozen over the years). Maybe they review a few at random or something.