Anonymous wrote:

Anonymous wrote:

Anonymous wrote:You need to work with HR and your company’s employment counsel. This has minefields all over it and there’s a lot of indications in your post that you haven’t been well advised on the law. There are things you can do here but you’re going to screw it all up without good counsel.

This. OP's post makes it clear that you have no understanding of the ADA or the employer's obligations of the ADA. There are other indications in your post that the person could raise other employment claims if you do something wrong. Your employer will be sued six ways from sunday if they allow you to handle this issue without proper guidance and legal counsel. Good luck.

OP still refuses to answer whether they are even actually in leadership. Hopefully for the employer's sake it's a peer, not leader.

I think it’s pretty clear this is a peer.

Anonymous wrote:

Anonymous wrote:It’s not a disability which is recognized by the ADA, per the OP. So why not put it in quotes?

DP but again, there's not a master list of ADA recognized disabilities. The cutesy little quotes are just OP pushing an opinion. OP really needs to get counseling and assistance for themselves, yesterday.

I was thinking something like obesity. I don't think it's a disability but it could impair someone's ability to do portions of their job. But I could be way off.

Anonymous wrote:

Anonymous wrote:You need to work with HR and your company’s employment counsel. This has minefields all over it and there’s a lot of indications in your post that you haven’t been well advised on the law. There are things you can do here but you’re going to screw it all up without good counsel.

This. OP's post makes it clear that you have no understanding of the ADA or the employer's obligations of the ADA. There are other indications in your post that the person could raise other employment claims if you do something wrong. Your employer will be sued six ways from sunday if they allow you to handle this issue without proper guidance and legal counsel. Good luck.

OP still refuses to answer whether they are even actually in leadership. Hopefully for the employer's sake it's a peer, not leader.

Anonymous wrote:It’s not a disability which is recognized by the ADA, per the OP. So why not put it in quotes?

DP but again, there's not a master list of ADA recognized disabilities. The cutesy little quotes are just OP pushing an opinion. OP really needs to get counseling and assistance for themselves, yesterday.

Either it’s a disability or it isn’t a disability. There’s no such thing as a “disability.” The fact that other people in the office have the same diagnosis and haven’t asked for accommodations is irrelevant. Maybe it’s ADHD?

Anonymous wrote:Not legal advice: the ADA does not control here. Title VII does. Totally different. Just FYI.

huh?

Anonymous wrote:It’s not a disability which is recognized by the ADA, per the OP. So why not put it in quotes?

But. There isn't some list somewhere about what is or isn't a disability. so the OP has no idea what he's talking about.

Anonymous wrote:You need to work with HR and your company’s employment counsel. This has minefields all over it and there’s a lot of indications in your post that you haven’t been well advised on the law. There are things you can do here but you’re going to screw it all up without good counsel.

This. OP's post makes it clear that you have no understanding of the ADA or the employer's obligations of the ADA. There are other indications in your post that the person could raise other employment claims if you do something wrong. Your employer will be sued six ways from sunday if they allow you to handle this issue without proper guidance and legal counsel. Good luck.

What is this job, no way to help unless you explain. We can't tell if it's a reasonable 5 daya week in person job

Manager needs to document performance issues, ignore the entire accommodations thing, unless new employee has officially requested x accommodation due to y disability. If they did, HR can respond.

Performance such as:

Larlo did not turn in weekly report by Friday at noon. Larla had to work overtime to complete it.

Larlo did not clean 25 rooms as required, 4 Larlas had to clean 30 rooms to pick up the slack so that guests could check in.

Etc. Document what Larlo did not do, and the hard ship it caused the company (having to pay overtime) and other employees.

I think OP is the same person who was fuming about a West Coast coworker scheduling a meeting during OP’s lunch break.

Much ado about nothing.

Anonymous wrote:

Anonymous wrote:You have to tell us what this faux “disability” is.

My money's on long COVID, fibromyalgia/chronic fatigue syndrome, or some kind of mental health issue.

Those are disabilities under the ADAvdepending on how they affect physical ability

OP should look in the mirror to find the true problem.