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[quote=Anonymous]Asking for a friend. Employee is non exempt, not large salary and often is required to work long days in a high stress office position. Employee has a medical condition that can be managed with balance of rest and moderate level of stress. Excelled in prior professional job environments. Normal workdays were actually said to be the general rule, but nothing was stated in writing on that point.

Current workplace managers hold meetings on top of meetings, prolonging the workday and contributing the long hours. Fatigue and reduced time to rest and recoup is leading to small mistakes, then criticism and scrutiny from these same managers. Dressing down takes place in front of others. ADA disability officially acknowledged, and accommodation of a WFH day granted but not particularly practical to use bc the job needs in office collaboration. Accommodation for a 40 hour work week, on the basis symptoms are worsening due to stressful work hours, has been requested, but more work is being piled on while that is in process. Some evidence is in writing, and other employees have voiced that they noticed the inappropriate verbal treatment.

All this is causing the medical condition to worsen, with overt physical symptoms.

The job could be done fine (and has in fact previously had been done fine) with a more normal work schedule and normal management behavior.

An obvious choice would be to quit, but with the difficult job market and desire to have some type of reference, are there other realistic ways to try to address this without risking further retaliation. Requesting reassignment or manager coaching would be ideal, but it’s a risk for blowback.  [/quote]

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