My federal agency is violating the Pregnant Worker’s Fairness Act

[Anonymous]

[quote=Anonymous][quote=Anonymous][quote=Anonymous]I tried this two years ago and got nowhere. I was put on bed rest and could do my job remotely (and did 3 days a week) but my supervisor made me take leave instead as my job was not fully remote. I filed all the paperwork, had the documentation and nothing came of it. I burned through all my PTO (put on bed rest at 20 weeks). [/quote]

I think OP is saying the opposite - she wants to take leave but is being told to work. OP needs to just refuse to work. [/quote]

No, OP wants to telework and is instead being required to use her sick leave because telework is not allowed. [/quote]

No I don’t think that’s true

[Anonymous]

None of this has any traction with the current regime. Good luck nonetheless and keep us posted!

[Anonymous]

Ensure everything is in writing from employer and medical office. Forward all correspondence to your personal email. If in DC you can record conversations. File the EEOC claim. Hire an employment lawyer. The litigation if they refuse to settle could take time but there is a great opportunity for a hefty payout.

[Anonymous]

Anonymous wrote:

Anonymous wrote:I tried this two years ago and got nowhere. I was put on bed rest and could do my job remotely (and did 3 days a week) but my supervisor made me take leave instead as my job was not fully remote. I filed all the paperwork, had the documentation and nothing came of it. I burned through all my PTO (put on bed rest at 20 weeks).

To be fair though PP, as a manager, I'd never approve you working when your doctor put you on bed rest even if you are fully remote.

That’s interesting. As a manager I would approve it. But I would need an understanding of the employee. I suppose it would be a case by case decision.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:I tried this two years ago and got nowhere. I was put on bed rest and could do my job remotely (and did 3 days a week) but my supervisor made me take leave instead as my job was not fully remote. I filed all the paperwork, had the documentation and nothing came of it. I burned through all my PTO (put on bed rest at 20 weeks).

To be fair though PP, as a manager, I'd never approve you working when your doctor put you on bed rest even if you are fully remote.

That’s interesting. As a manager I would approve it. But I would need an understanding of the employee. I suppose it would be a case by case decision.

I don't understand. The doctor put OP on bed rest. OP cannot go to work in-person due to her medical condition, but wants to telework because she does not want to use her sick leave. As a manager, can you approve her telework under these circumstances?

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:I tried this two years ago and got nowhere. I was put on bed rest and could do my job remotely (and did 3 days a week) but my supervisor made me take leave instead as my job was not fully remote. I filed all the paperwork, had the documentation and nothing came of it. I burned through all my PTO (put on bed rest at 20 weeks).

To be fair though PP, as a manager, I'd never approve you working when your doctor put you on bed rest even if you are fully remote.

That’s interesting. As a manager I would approve it. But I would need an understanding of the employee. I suppose it would be a case by case decision.

I don't understand. The doctor put OP on bed rest. OP cannot go to work in-person due to her medical condition, but wants to telework because she does not want to use her sick leave. As a manager, can you approve her telework under these circumstances?

At my agency these requests have to go through the reasonable accommodation group that is trained on what is and is not allowable for both normal RAs and under the PWFA. The standard for accommodation under PWFA is lower and is specifically designed to require less paperwork and burdensome processes. Telework is explicitly cited as one type of accommodation and Dr. paperwork is not required when the reason for the request is obvious. Like you don’t need a Dr. note to request a chair to sit because you are pregnant and it is hard to stand when your job otherwise requires standing (think of being in the last trimester at a cashier job, for example).

Point is, if the request is not being made to people qualified to approve or deny an accommodation under the Act, I’d start with a question to the group that processes reasonable accommodation requests as to where your request(s) should go instead of asking your manager for one who probably doesn’t know what s/he is allowed or actually required to do.

[Anonymous]

Check with your union.

[Anonymous]

You have limited time to file an EEO complaint-talk to HR and ask about filing. Agree with other poster who said document and copy/email your personal email. Could consult an attorney.