It's not unreasonable for someone to find another employer...
I am pointing out that treating people differently damages teams.
I am pointing out that treating people differently damages teams.
Not really. Sing happy birthday quickly during a meeting for folks that enjoy it. Skip over for the folks that would really rather one didn't. Adjusting for a sickness or disability isn't any different.
Most of the time, it boils down to things like giving the person with crutches a little extra time to use the toilet because it takes more time. I don't really understand why this would be an issue for you since, if you had crutches, you'd be treated similarly.
The same as if you developed migraines and were able to work from home a few days a month. More often, however, migraines are likely to be covered by FMLA (in the us) and the person gets time off for a certain amount of days.
If you truly think this stuff is unfair, I urge you to talk to your elected officials and complain about non-able bodied folks getting some special treatment and I truly hope you don't become disabled in any way afterwards.
Almost always, you will be expected (rightly or wrongly) to use your PTO/sick days first (if you have any). Then FMLA may kick in (up to 12 weeks within a 12 month period), subject to several potential restrictions (e.g. employer company minimum size, employee tenure minimum, etc.) Also, the law states that your employer no longer has to pay you, they just have to keep your position available for you upon your return.
So, maybe that's no so great or useful and it's better for your employer to just deal with the fact that you get periodic migraines.
(Not disagreeing with your points, but wanted to clarify that FMLA is great for some situations but not all). People just need to be more understanding and compassionate.
I am confused. Where did I say that would be a problem? I am very very OK with reasonable adjustments.
Sick leave is something I expect from a non broken society as well.
I object to unreasonable adjustments.
Edit Oh and if my employer times us on the toilet I am definitely looking for another job!
Sure. If you want to work remotely, you should find a job where you can.
> I am pointing out that treating people differently damages teams.
We're talking about an employer making reasonable accommodations for an employee with a disability. What alternative would you prefer?
There are plenty of legitimate reasons to treat employees differently. Maternity leave is another instance.
Are we? Either attendance at the office is vital to the job or isn't. If you treat different members of your team differently you will annoy them, damage morale and damage your team.
> Maternity leave is another instance.
If your paternity leave isn't comparable to your maternity leave that's not OK.
Not so. There's value to team cohesion in having a team physically together, but it's not outright fatal to permit remote working. That's why it's a reasonable accommodation.
> If you treat different members of your team differently you will annoy them, damage morale and damage your team.
I don't think so. Would you get resentful if a colleague took maternity leave?
I can't imagine a colleague reacting negatively to a clearly reasonable accommodation for a disability.
> If your paternity leave isn't comparable to your maternity leave that's not OK.
I'm not sure that's relevant, but sure, equal paternity leave isn't a bad idea.
Of course not. Parental leave is offered to all employees right?
> I can't imagine a colleague reacting negatively to a clearly reasonable accommodation for a disability.
Nor could I. A clearly unreasonable one is not quite the same as a reasonable one is it?
> Not so. There's value to team cohesion in having a team physically together, but it's not outright fatal to permit remote working. That's why it's a reasonable accommodation.
We disagree. That is fine. But I doubt either of us will pursuade the other here so let's just leave this argument.
It isn't, that just the point -- it's offered to employees who have just had a child.
We can view accommodations of disabilities the same way. They should be offered to all employees to whom they apply.
> A clearly unreasonable one is not quite the same as a reasonable one is it?
I'm just not convinced this is a real problem.
> We disagree. That is fine.
On which point?
It's not a matter of opinion that plenty of companies are effective based entirely on remote work, right?