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[quote=Anonymous][quote=Anonymous][quote=Anonymous][quote=Anonymous]Having a medical condition (headache, pregnancy, whatever) that requires some kind of accommodation isn't carte blanche to dictate what specific accommodation you get.

OP going to HR demanding that she or the coworker be moved right off the bat before doing any work to resolve the issue herself and if that fails going to HR to see what they believe a reasonable accommodation would be is incredibly unprofessional.[/quote]

Thank you.  I have been in HR and have been pregnant.    Don't immediately involve HR unless you are able to resolve it yourself.  No one wants to become known as "that" person in the office but it happens a lot.  I had a colleague who was pregnant the same time I was.  She came to HR at least a dozen times to ask for "accommodations" for things we could not accommodate for.  Can you fire someone for being pregnant or taking maternity leave?  No.  But can you do damage by being unprofessional during those times  and it comes back to bite you long after you are no longer protected?  Yes.   [/quote]

People love to forget about that "reasonable" qualifier that goes before "accommodation" - you can't dictate the solution to your company, you can go to them with the problem and in the best case jointly decide what will be done.  HR should almost never be your first stop, though (with obvious exceptions for harassment, medical privacy concerns, etc).  [/quote]

When my friend at work was pregnant she was tired and didn't feel like she could put in the full 8 hours.  She had no medical complications and I tried to tell her that all of us who have been pregnant have gone through that exhaustion phase.  She still went to HR to see if her days could be shortened.  We cannot work from home due to the nature of our job.  HR set her up with more opportunities to take breaks and more times to sit (we don't sit a lot in our job either) and she was insistent that what they were doing was illegal.  Thankfullly she realized how foolish she was later on. [/quote]

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