Reply to Reasonable Accommodation Abuse?

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[quote=Anonymous]I’m a federal employee required to work on site because our work is sensitive and must be performed in person — through furloughs, COVID, and everything else.

A colleague I’ve worked with for years began in the office, but about a year in was granted a reasonable accommodation. For close to a decade, she has been in the office only once or twice a year (e.g., for holiday parties). She is pleasant, but during this time has had several children, and on occasion they’ve appeared on calls. I don’t know the details of her health situation — and understand some would say it’s not my business — but this arrangement has impacted the rest of the team for years, as she now performs tasks that can be done entirely from home (low priority, often menial tasks).

The rest of us have zero flexibility. Older parents here received no parental leave whatsoever and while that has improved for newer parents like her, it still isn't great. I struggle to understand why someone can continue in a role that otherwise requires all employees to be on site, rather than moving to a position better suited to full-time remote work. I’m also surprised senior management has supported this arrangement indefinitely — whether by choice or legal obligation — given the negative impact on team morale.

What am I missing?[/quote]

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