There is a special place in hell for people who mess with people during cancer. Shame! I hope they get what is coming to them.

Anonymous wrote:Yes, this is discrimination (due to your medical conditions). See your EEO rep.

While it could potentially be discrimination, there are a LOT of other more likely options:

1. The work OP is actually hired to do has increased and they need her to focus on that.
2. Another employee had a complaint that resulted in a change for you- another employee had a reason to claim they should be doing that work, etc.
3. The organization did a global org/pay review that resulted in reshuffling/rebalancing.

I’m shocked to read the bad advices given here by wannabe HR professionals.

Don’t lawyer up OP. That’s bad advice. You don’t have a case. You stated that these extra special projects aren’t part of your job description. That’s the key.

In fact, your employer is protecting itself from a potential lawsuit from you where you could sue them about being forced to do extra projects not part of your job duties when you are sick and dealing with a serious illness. Do you see how bad it would sound?

You cannot sue your employer for not giving you work that’s not part of your job duties. But many workers sue employers for being forced to do work outside of their duties.

Focus on your health.

Anonymous wrote:What type of cancer do you have?

How could that possibly matter? Is one type better than another in this situation?

The question is offensive.

It's only doing it "for" an employee if that's something they want. Banning an employee for doing work they used to do and want to do is not helpful to that person. If you think they're not going to be able to handle it, you come up with a contingency plan, you don't just unilaterally make the choice for them.

I've done this for my employees that needed additional time & recovery from medical issues. I think you vastly under estimate how you'll feel after 8 week of chemo. Usually the end of chemo is when you start to get the nasty side effects.

OP, did your old boss retire or move on to another company?

I'd definitely keep in touch with that person. If he/she is still working, maybe ask them to keep an ear out for any opportunities?

Could you actually set yourself up as an LLC and do the research type work as a side hustle or would that violate your work agreement?

Anonymous wrote:

Anonymous wrote:OP here with an update.

My boss said I can work on the project but only outside of work because it isn’t in my job description.

The team lead is still excluding me.

Before I had to take leave, I was allowed to work on the project during work time. I received accolades from my previous boss and my coworkers for the quality and creativity of my work.

Not anymore.

So this is a new boss?

This may be more of a key factor even than the leave. The leave gave an opportunity for the co-worker to slide in on this issue, perhaps. But may not really be about OP's health.

OP, I'd just grind out work and see how things fall in the summer. If does not improve, network and look for other opportunities to come up. You sound well regarded in your industry.

Best wishes for your continued good health!

Anonymous wrote:If someone is told to work within their assigned role it isn't retaliatory.

Selective rule enforcement can be retaliatory even if it's a reasonable rule.

If someone is told to work within their assigned role it isn't retaliatory.

Is it possible that the coworker is complaining becaus e you are taking all the fun work from people whose job it would normally be? I mean, if I were hired to be a lawyer and they gave all the fun legal research assignments to a paralegal and made me do the docket filings, I’d probably complain. I’d see if it’s part of a larger policy change in making sure people are working within their assigned rolls. If not, it might be retaliatory.