Anonymous wrote:

Anonymous wrote:I tried this two years ago and got nowhere. I was put on bed rest and could do my job remotely (and did 3 days a week) but my supervisor made me take leave instead as my job was not fully remote. I filed all the paperwork, had the documentation and nothing came of it. I burned through all my PTO (put on bed rest at 20 weeks).

I think OP is saying the opposite - she wants to take leave but is being told to work. OP needs to just refuse to work.

No, OP wants to telework and is instead being required to use her sick leave because telework is not allowed.

Anonymous wrote:

Anonymous wrote:I tried this two years ago and got nowhere. I was put on bed rest and could do my job remotely (and did 3 days a week) but my supervisor made me take leave instead as my job was not fully remote. I filed all the paperwork, had the documentation and nothing came of it. I burned through all my PTO (put on bed rest at 20 weeks).

To be fair though PP, as a manager, I'd never approve you working when your doctor put you on bed rest even if you are fully remote.

Why? I was pretty much on house arrest. I could sit and type and take meetings, just no walking beyond personal care. I was so bored I accomplished a ton of work!

Anonymous wrote:I tried this two years ago and got nowhere. I was put on bed rest and could do my job remotely (and did 3 days a week) but my supervisor made me take leave instead as my job was not fully remote. I filed all the paperwork, had the documentation and nothing came of it. I burned through all my PTO (put on bed rest at 20 weeks).

I think OP is saying the opposite - she wants to take leave but is being told to work. OP needs to just refuse to work.

Anonymous wrote:I tried this two years ago and got nowhere. I was put on bed rest and could do my job remotely (and did 3 days a week) but my supervisor made me take leave instead as my job was not fully remote. I filed all the paperwork, had the documentation and nothing came of it. I burned through all my PTO (put on bed rest at 20 weeks).

To be fair though PP, as a manager, I'd never approve you working when your doctor put you on bed rest even if you are fully remote.

Stop working. It’s not worth it.

Anonymous wrote:

Anonymous wrote:Sick leave back for doctors’ appointments?

No, of course not. Sick leave back for when I can’t be in the office because of pregnancy issues but where I’m still working.

Are you forced to work against doctor's recommendation? And do you have management's direction to do so in writing?

I tried this two years ago and got nowhere. I was put on bed rest and could do my job remotely (and did 3 days a week) but my supervisor made me take leave instead as my job was not fully remote. I filed all the paperwork, had the documentation and nothing came of it. I burned through all my PTO (put on bed rest at 20 weeks).

Anonymous wrote:Sick leave back for doctors’ appointments?

No, of course not. Sick leave back for when I can’t be in the office because of pregnancy issues but where I’m still working.

Anonymous wrote:I think it will be hard to get the leave credited back to you. I think you are better off shooting for a settlement, although you would probably be best having a consult with a lawyer to see what is a reasonable range for a settlement. This assumes that you meet the standard which you say you do in your subsequent post.

This is helpful, I truly don’t know how EEOC claims work, just that everyone in my office is telling me to file one.

Anonymous wrote:I think it will be hard to get the leave credited back to you. I think you are better off shooting for a settlement, although you would probably be best having a consult with a lawyer to see what is a reasonable range for a settlement. This assumes that you meet the standard which you say you do in your subsequent post.

Settlement? You don’t know anything about OP’s case. How can you suggest anything?

I think it will be hard to get the leave credited back to you. I think you are better off shooting for a settlement, although you would probably be best having a consult with a lawyer to see what is a reasonable range for a settlement. This assumes that you meet the standard which you say you do in your subsequent post.

Sick leave back for doctors’ appointments?

The facts don’t matter to my questions here, which can be answered assuming I meet the standard, but yes, I have ample documentation.

What exactly do you think your employer did that violated the PWFA? Did you have a note from your OB saying you needed telework? Or did you just ask for it and they said no?

Has anyone had success with an EEOC claim under PWFA recently? How long did it take? What was the result?

I’m hoping to get the sick leave back that I’m working through due to lack of telework. I’m in the third trimester so I doubt any other resolution would be fast enough. No idea if that is the sort of thing an EEOC complaint can resolve.