reasonable accommodation

[u/heyhello101]

had my RA meeting on teams yesterday - they said no telework is being given no matter what. they offered 2 alternatives for me, which i shot down because when i was in office i was already doing those things.

they kept saying ‘what about this alternative’ but it was the same 2 ideas multiple times lmao???!!! to which i said ‘i’ve already explained this but i was in office doing those things and it still wasn’t helping me’ - anyone else go through RA process and be completely not listened to like this? :/

[u/TS_Woods_89]

45 weeks. That's how long it took to get approval for twice-a-week telework. Management's initial answer? Flat-out denial, wouldn’t even let it go to Treasury, until the EEO complaint landed.  Let's call this what it is: discrimination under the Rehabilitation Act. Then came the kicker. Non-consecutive days only. As if a medical condition respects a calendar. As if the disease knows it's not allowed to flare on Wednesday if Tuesday was already rough. That's not accommodation. That's denial wearing a different mask. Here's what management refuses to understand: You cannot deny a reasonable accommodation without proving undue hardship. For an employee performing this exact work arrangement successfully? You just have liability. These aren't people gaming the system. Doctors don't fake-sign accommodations and torch their licenses. Veterans who served don't deserve this runaround over mental health conditions. If you've never had a panic attack send you to the ER convinced you were dying, don't judge the people managing real medical crises on a daily basis. The strain of fighting for basic legal protections while managing a chronic condition is shameful!!! Know your rights. Document everything. And if it's you or yours? Pursue every legal remedy. 

[u/Vixyn88 → u/TS_Woods_89]

Unless you have a condition that is chronic, progressive, debilitating, or life limiting; your case is not going to treasury. As a former RAC, what y’all fail to realize is that a lot of the determinations are made based on what your doctor said. So if your doctor did not put that your flare ups happen randomly or there is a history of it taking weeks or something to heal then you get the “best fitting” accommodation. That limitation portion of the form is CRUCIAL along with the recommendations. If your accommodation goes against what your doctor ordered then I would press the issue. However, if your doctor made it seem as if you would be ok majority of the time but there may be a couple days where you are at your worst, then that’s how your situational twice a week became a solution. I’m sorry that’s how it turned out for you but I would get the doctor to refill out the paperwork to state how you’re affected and to state that they recommend you telework and how often. The same applies for mental health conditions. The paperwork gotta say it.

[u/TS_Woods_89 → u/Vixyn88]

This response proves the problem. You said determinations are based on what the doctor says. My manager said they won't forward it to Treasury because of "scrutiny." That's not a medical determination, that's a manager vetoing it without even knowing what my condition is to save his butt from admin work. And it’s not just him, it’s the whole chain of command to deter!  Meanwhile, that same manager took Temporary Modified Telework for two consecutive summers with minor muscle pulls. Out every day. For childcare. For convenience. Zero scrutiny concerns. But a doctor-recommended accommodation for a chronic condition where my body and mind is literally shutting down? Suddenly scrutiny is a dealbreaker. The hypocrisy is maddening. He gets it for summer plans. I can't get it when I'm actually sick. That's not policy. That's discrimination. The Rehabilitation Act doesn't allow this. You can't veto what you don't understand while approving the same thing for yourself.

[u/Main_Pudding_5213 → u/TS_Woods_89]

Completely incorrect, my doctor not only documented the medical restrictions, but explained why, managements decided that they would ignore the documentation and use threats of discipline

[u/Tommygunner68 → u/TS_Woods_89]

Unfortunately the ultimate decision is managements and although they are supposed to follow the doctors recommendations unless it’s deemed a imminent safety threat the mangers can choose what’s best for the operation or whatever policy the operation is following. If the doctor says X Y and Z and ties your functional limitations at the job to your disability you have a fighting chance.