Reply to Taking FMLA in a rage over RTO

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[quote=Anonymous][quote=Anonymous][quote=Anonymous][quote=Anonymous]You either:
1) have a medical condition that means you CAN'T work, at least a regular schedule, which entitles you to FMLA; or
2) have a medical condition that means you CAN work with an accommodation such as WFH

You played the game and you lost, overplayed your hand.

Can you articulate how your history of sepsis means that you can work, if remotely?  Clearly, your medical providers could not.[/quote]

You are mistaken. People who can’t work a regular schedule are often accommodated via schedule and location adjustments—thru ADA. If an employer refuses those accommodations and doesn’t engage on what could be done instead, taking leave protected by FMLA is an appropriate choice—and a right of the employee.

The condition may change, the employer’s sense of what is “reasonable” may change, and in all of our lifetimes underlying working conditions have abruptly shifted once so far.[/quote]

I am not mistaken.  Both of my numbered statements are correct.[/quote]

Your two numbered statements do not cover every conceivable combination of medical condition, accommodation need and employer ability to tolerate accommodation. So, while true, they are mistaken in that they don’t account for all of the context. Bye.[/quote]

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