Taking FMLA in a rage over RTO

[Anonymous]

Anonymous wrote:It sucks but the fact is there are twenty people who would be perfectly fine doing your job full time in person.

I love that people keep saying stuff like this, on the forum, and yet can't fathom how many of us work in jobs that don't really pay the COL in DC today, so in fact there may not be 20 qualified people willing to do it. I'm a DP but my team has also had failed searches and people withdrawing because my employer doesn't pay people enough to relocate a family here.

[Anonymous]

Lots of mean people on this thread. I for one am angry for you.

For OP to get that many infections, s/he is probably somehow immunocompromised, and surviving sepsis puts you at a greater risk of getting it again. WFH seems like a reasonable accommodation.

Also you can't get FMLA without documentation and the employer can even request another doctor's opinion.

[Anonymous]

I wish people would move on from whether or not OP needs FMLA.
1. As a nurse, I've seen the destruction sepsis can cause on a body. Some take a long time to recover. My MIL had it 5 years ago (she was 55) and STILL isn't at 100% and 2. Her docs signed off on it. It doesn't matter if you don't think she should get it, her docs do.

I get it OP and I find the whole thing ridiculous. I obviously cannot work from home as a nurse, so it isn't like I have a big thing in this WFH/RTO debate. But if you've been able to do your job remote for 3 years it seems insane to me that they won't let you keep working remotely, especially if it is negatively impacting the company!

Unfortunately, all you can do is keep look for WFM jobs. Are you in an industry where these are more common? It's tough because I imagine as offices start to RTO, more and more people will be looking for these remote only positions.

[Anonymous]

OP, I get it, and I’m sorry for everything you’ve been through. Welcome to the world of work with chronic illness. It sucks and is truly dehumanizing and people tend to not get it unless they’ve been there themselves.

Have you been through the formal ADA accommodations process to get WFH? If not, that’s what you need to do. It will suck, it’s more paperwork, but it is what it is.

If they deny your ADA accommodation request next step is to appeal with a lawyer knowledgeable in ADA/disability.

This all takes a toll, though, so if finding fully remote work is an option you may want to consider that.

[Anonymous]

Anonymous wrote:I wish people would move on from whether or not OP needs FMLA.
1. As a nurse, I've seen the destruction sepsis can cause on a body. Some take a long time to recover. My MIL had it 5 years ago (she was 55) and STILL isn't at 100% and 2. Her docs signed off on it. It doesn't matter if you don't think she should get it, her docs do.

I get it OP and I find the whole thing ridiculous. I obviously cannot work from home as a nurse, so it isn't like I have a big thing in this WFH/RTO debate. But if you've been able to do your job remote for 3 years it seems insane to me that they won't let you keep working remotely, especially if it is negatively impacting the company!

Unfortunately, all you can do is keep look for WFM jobs. Are you in an industry where these are more common? It's tough because I imagine as offices start to RTO, more and more people will be looking for these remote only positions.

What you're missing is OP doesn't think she needs FMLA (as in time not working at all). She wants to work from home exclusively, not to not work. She's just using FMLA as part of her tantrum.

[Anonymous]

Anonymous wrote:

Anonymous wrote:I wish people would move on from whether or not OP needs FMLA.
1. As a nurse, I've seen the destruction sepsis can cause on a body. Some take a long time to recover. My MIL had it 5 years ago (she was 55) and STILL isn't at 100% and 2. Her docs signed off on it. It doesn't matter if you don't think she should get it, her docs do.

I get it OP and I find the whole thing ridiculous. I obviously cannot work from home as a nurse, so it isn't like I have a big thing in this WFH/RTO debate. But if you've been able to do your job remote for 3 years it seems insane to me that they won't let you keep working remotely, especially if it is negatively impacting the company!

Unfortunately, all you can do is keep look for WFM jobs. Are you in an industry where these are more common? It's tough because I imagine as offices start to RTO, more and more people will be looking for these remote only positions.

What you're missing is OP doesn't think she needs FMLA (as in time not working at all). She wants to work from home exclusively, not to not work. She's just using FMLA as part of her tantrum.

OP's position is she cannot work in the office due to her condition, which apparently is supported by doctors. If that's the case and cannot WFH, that leaves FMLA.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:I wish people would move on from whether or not OP needs FMLA.
1. As a nurse, I've seen the destruction sepsis can cause on a body. Some take a long time to recover. My MIL had it 5 years ago (she was 55) and STILL isn't at 100% and 2. Her docs signed off on it. It doesn't matter if you don't think she should get it, her docs do.

I get it OP and I find the whole thing ridiculous. I obviously cannot work from home as a nurse, so it isn't like I have a big thing in this WFH/RTO debate. But if you've been able to do your job remote for 3 years it seems insane to me that they won't let you keep working remotely, especially if it is negatively impacting the company!

Unfortunately, all you can do is keep look for WFM jobs. Are you in an industry where these are more common? It's tough because I imagine as offices start to RTO, more and more people will be looking for these remote only positions.

What you're missing is OP doesn't think she needs FMLA (as in time not working at all). She wants to work from home exclusively, not to not work. She's just using FMLA as part of her tantrum.

OP's position is she cannot work in the office due to her condition, which apparently is supported by doctors. If that's the case and cannot WFH, that leaves FMLA.

For real!!

[Anonymous]

Anonymous wrote:Wait, you're taking it because you're "in a rage" or because you truly cannot work in office?

You sound like a complete brat and I would want you gone even if you're hard to replace, based on your post.

This. We aren’t a socialist company. You basically “went out sick” because you are too precious to RTO.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:I wish people would move on from whether or not OP needs FMLA.
1. As a nurse, I've seen the destruction sepsis can cause on a body. Some take a long time to recover. My MIL had it 5 years ago (she was 55) and STILL isn't at 100% and 2. Her docs signed off on it. It doesn't matter if you don't think she should get it, her docs do.

I get it OP and I find the whole thing ridiculous. I obviously cannot work from home as a nurse, so it isn't like I have a big thing in this WFH/RTO debate. But if you've been able to do your job remote for 3 years it seems insane to me that they won't let you keep working remotely, especially if it is negatively impacting the company!

Unfortunately, all you can do is keep look for WFM jobs. Are you in an industry where these are more common? It's tough because I imagine as offices start to RTO, more and more people will be looking for these remote only positions.

What you're missing is OP doesn't think she needs FMLA (as in time not working at all). She wants to work from home exclusively, not to not work. She's just using FMLA as part of her tantrum.

OP's position is she cannot work in the office due to her condition, which apparently is supported by doctors. If that's the case and cannot WFH, that leaves FMLA.

FMLA/STD is for people who are going to come back to work. Clearly OP will never be well enough (in her own mind) to RTO.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:I wish people would move on from whether or not OP needs FMLA.
1. As a nurse, I've seen the destruction sepsis can cause on a body. Some take a long time to recover. My MIL had it 5 years ago (she was 55) and STILL isn't at 100% and 2. Her docs signed off on it. It doesn't matter if you don't think she should get it, her docs do.

I get it OP and I find the whole thing ridiculous. I obviously cannot work from home as a nurse, so it isn't like I have a big thing in this WFH/RTO debate. But if you've been able to do your job remote for 3 years it seems insane to me that they won't let you keep working remotely, especially if it is negatively impacting the company!

Unfortunately, all you can do is keep look for WFM jobs. Are you in an industry where these are more common? It's tough because I imagine as offices start to RTO, more and more people will be looking for these remote only positions.

What you're missing is OP doesn't think she needs FMLA (as in time not working at all). She wants to work from home exclusively, not to not work. She's just using FMLA as part of her tantrum.

OP's position is she cannot work in the office due to her condition, which apparently is supported by doctors. If that's the case and cannot WFH, that leaves FMLA.

FMLA/STD is for people who are going to come back to work. Clearly OP will never be well enough (in her own mind) to RTO.

The requirement is on the employer to hold the job, not the employee to return.

[Anonymous]

find a new job. problem solved.

[Anonymous]

I feel your frustration, OP. But I think it may be mis-directed toward the company.

The problem here is that there isn't a good support system or safety net for either you or the company. our entire society is built around able-bodied people working for a living. As you're experiencing, that system has holes and it hurts to fall through them.

That said, your company is trapped in this system too. The company has limited resources and in order to survive and keep all your coworkers employed, it needs to use its resources to fill its mandate, whether that's profit or mission or whatever. if paying you (and paying for your insurance) is costing them more than what you are able to generate, they can't keep doing that.

Again, both you and the company are in a difficult spot. Both would be better off if we had a more humane economic system.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:I wish people would move on from whether or not OP needs FMLA.
1. As a nurse, I've seen the destruction sepsis can cause on a body. Some take a long time to recover. My MIL had it 5 years ago (she was 55) and STILL isn't at 100% and 2. Her docs signed off on it. It doesn't matter if you don't think she should get it, her docs do.

I get it OP and I find the whole thing ridiculous. I obviously cannot work from home as a nurse, so it isn't like I have a big thing in this WFH/RTO debate. But if you've been able to do your job remote for 3 years it seems insane to me that they won't let you keep working remotely, especially if it is negatively impacting the company!

Unfortunately, all you can do is keep look for WFM jobs. Are you in an industry where these are more common? It's tough because I imagine as offices start to RTO, more and more people will be looking for these remote only positions.

What you're missing is OP doesn't think she needs FMLA (as in time not working at all). She wants to work from home exclusively, not to not work. She's just using FMLA as part of her tantrum.

OP's position is she cannot work in the office due to her condition, which apparently is supported by doctors. If that's the case and cannot WFH, that leaves FMLA.

FMLA/STD is for people who are going to come back to work. Clearly OP will never be well enough (in her own mind) to RTO.

The requirement is on the employer to hold the job, not the employee to return.

Yes but OP clearly doesn’t need FMLA or STD. She will never be “well” enough to meet the job requirements (on-site work).

[Anonymous]

OP sounds very young and entitled, with some self centered rage thrown in. I’ve had many management decisions bother me in my career and I’ve either found a new job or stayed and found a way to live with it. Being in a rage because your company isn’t changing their office policies for your personal preferences is childish.

[Anonymous]

Anonymous wrote:OP sounds very young and entitled, with some self centered rage thrown in. I’ve had many management decisions bother me in my career and I’ve either found a new job or stayed and found a way to live with it. Being in a rage because your company isn’t changing their office policies for your personal preferences is childish.

The OP sounds like everyone on the WFH section of reddit, it is absurd obverse there.