Federal medical telework guidance?!??

[Anonymous]

Is there an official guide of some sort from OPM in regards to allowing medical telework, while being placed on bed rest by a doctor due to high-risk pregnancy? Anyone has a story to share that is similar to mine? My employer wants me to take medical leave instead, which will be exhausted by the time the baby arrives in 3 months. I do have about 3.5 months of sick leave, but I was hoping to use some of my sick leave while on FMLA for 8 weeks after the baby is born.

[Anonymous]

Contact HR sand ask for an accommodation under the ADA.

[Anonymous]

I did medical telework for a few weeks. I already worked at home 2 days per week. There was a form that my doctor filled out and then my supervisor had to agree. Check your telework policy to see if there is anything on medical.

[Anonymous]

Anonymous wrote:Contact HR sand ask for an accommodation under the ADA.

OP here--I don't see how ADA is connected to child birth?

[Anonymous]

You're not "invoking" the ADA for childbirth -- you're using it for medical complications of pregnancy, which is covered by the ADA.

[Anonymous]

You can file for a reasonable accommodation with your HR department. I haven't seen any OPM guidance on this. We've had a few employees request a special accommodation for bed rest and for injuries, like broken leg. They filled out paperwork with HR, got a doctors note, and we (supervisor, HR and the employee) worked together to figure out what changes we could make accommodate their need. From what I understood, your supervisor is required to work with you to accommodate your medical situation once you file for a special accommodation. I've allowed a mix of telework and leave in the past.

[Anonymous]

Anonymous wrote:You can file for a reasonable accommodation with your HR department. I haven't seen any OPM guidance on this. We've had a few employees request a special accommodation for bed rest and for injuries, like broken leg. They filled out paperwork with HR, got a doctors note, and we (supervisor, HR and the employee) worked together to figure out what changes we could make accommodate their need. From what I understood, your supervisor is required to work with you to accommodate your medical situation once you file for a special accommodation. I've allowed a mix of telework and leave in the past.

OP--Thank you so much for your suggestion. I did request "reasonable accommodation" and my doc is on board with this. Unfortunately, my employer is treating everyone the same whether you have a bad back and need to take a few weeks or you're having a child and just got sidelined for a few months. I will keep my fingers crossed to see what they will say.

[Anonymous]

It is all about your HR's office discretion. Mine would do this in a heartbeat and actually did in the past for me and other women. DOD probably would say no.

[Anonymous]

Sorry no. Bad story but I had a coworker on bedrest before birth. Boss geared up to fire her if she took more than 12 weeks. She was our budget person, so a very teleworkable job. It's boss's discretion.

[Anonymous]

Anonymous wrote:Sorry no. Bad story but I had a coworker on bedrest before birth. Boss geared up to fire her if she took more than 12 weeks. She was our budget person, so a very teleworkable job. It's boss's discretion.

Seems like a lawsuit waiting to happen