Thread regarding Charles Schwab Corp. layoffs

@ep Probably a very stupid question but what do you mean by case? I have a major physical disability and my medical exceptions have always been approved. If there is ever a layoff in the future, are we protected?

@za silence you lump of cells

@vm True. If you wanna know what being a woman at Schwab is like thrn eatch The Handmaids Tale.

@vm They assume the employee will leave, find themselves on a PIP or subject to a layoff if they cost too much.

I disagree. it's far cheaper in the long run to pay abortion related travel expenes than to force your employees to have a kid who ends up on the self funded plan for up to 25 years plus all the lost productivity, sick days, school event et cetera. This is pure misogyny. They are punishing us for being women

@va I dont know if they hate women so much as they're just cheap. But RTO does disproportionately impact women.

Employees are being treated like zygotes. UNFAIR!!!

@v5 Amen! Even Tesla will pay the travel costs of its Texas employees who need to go to another state for reproductive healthcare. It's absolutely shameful how much this company hates women.

@fj Reproductive rights are human rights.

@dw do we need to talk about how babies are made? Good lord. Three trips to LA? Nothing against abortions but expecting your employer to keep paying because you can't be an adult is fu--ing ridiculous.

Schwab spending time and resources managing these high maintenance employees’ accommodations it’s ridiculous.

I already talked to a Lawyer when they changed up the form - it is MUCH more invasive in 2025. She assured me that the language covering my privacy meant it could not be shared outside HR or with health insurance (since Schwab is self-insured). They did try extra hard to do my accommodations in-office but were not able to so I was approved.
Said lawyer told me to call her ASAP if my employment was ever terminated because I would have a case…

If only some of you would see the abuse of medical accommodations. Just like you can find a lawyer for anything, you can find a doctor to almost sign anything. Anxiety? Light sensitive? Odor sensitivity? Low traffic? GTFO. The same people that can't be around people are out at Target, restaurants sporting events, but nope can't work at the office.

It su-ks to be rude there are real medical issues like a cancer, surgeries, etc.

I am going to talk to a lawyer about filing a lawsuit under ADA.

@a2 Those of who live in Texas have already been told that by Greg Abbott. While most companies will pay for their employees to travel out of state for an abortion, Schwab flat-out refused. I've now had to make three trips out to L.A. on my own dime.

Oh man, I forgot about the heavily abused medical exception s-show at Schwab. Another reason I’m glad to not be working there anymore.

As a former Director, I saw a lot of ridiculous tolerances that Schwab felt they had to continue more so because they had set a precedence, not due to law. Where I work now is wonderful, people actually work.

My medical was just renewed/approved.

@ad
Of course, the same @$$hats that TikTok themselves ‘working’ from home and bragging about having multiple remote jobs are the same ones peacocking about their paper thin excuses entitling them to abusing a system put in place to help individuals who actually need it.

Makes the rest of us look bad, because that’s what gets the views and those views are seen my corpos and corpos don’t like when you flaunt insubordination and make them look stupid. Meanwhile remote work WORKS! Productivity is up, pollution and wasting of resources was down. The only thing it didn’t improve was a broken financial system built on infinite growth on a planet with finite resources.

Once you move all the jobs to India and H1B, how do you continue to have the same growth numbers to make your shareholders happy? Who do you exploit next? Likely not your problem, you’ll have your retirement portfolio and executive board package to keep you and yours comfortable for multiple lifetimes.

This is why we can’t have nice things.

@aa Ah yes, "I never heard of it!" so it didn't happen. lol.

Medical accommodations are 3-8% of the workplace over 500 employees (EEOC). Many are in office. Examples include ergonomic chairs, adjustable desks, wrist guards for carpal tunnel and enclosed offices for noise control. The percentage is far higher when adding proactive accommodations. Most of us have adjustable desks. No need to request. And more avoid being targeted by asking for accommodations. The actual figures of those with legitimate accommodation needs exceeds half of all employees.

WFH is a newer accommodation only because telework wasn't a demonstrated solution.

Commuting is unpaid time and employee expense. It pollutes. It is laughable when teams are distributed across locations and timezones. All will be on a screen anyway. RTO medical accommodation as a response indicates intelligent workers even if it is just a response to lacking C suite intelligence.

Of course they are. Reading these threads we know medical exemptions are being abused. Some people are extremely brazen about it.

@a2 Yep, same as when they said we had to have the jab or be fired (unless you had a job conducive to telecommute). My body, my choice.

How many medical exemptions existed pre COVID? I never heard of one. Put that in your pipe and smoke it.

Reality is most are a Dr note scam. Same people who are unable to come in magically have no issues asking to travel to conferences etc... rightfully so the from should look for ways to accommodate the issues in the way you do at home.

Not sure about OP's legitimacy. But

• Exceptions are processed on law, accommodation and role.
• Protected classes are a consideration, but only regarding exposure.
• Best cases are for physical or mental conditions. At some point, disability may be a discussion point. You should prepare for this.
• Care for someone else, including the immunocompromised, is also an argument.
• If an accommodation is overly costly that cost can be used against the application. There is no requirement to allow WFH.
• Constructive discharge, including making the workplace unpleasant, is not sufficient for wrongful termination in most jurisdictions by itself. You need more.

Expect few approvals. Expect quick rejections and invasive reviews of your medical conditions. The goals have been openly shared. They want any nonconformity removed from the hive.

Good luck.

@OP right they are doing extremely stupid stuff like saying you can only call in on flare days or changing the lighting at your station, such a pathetic desperate attempt to work around ADA. There is a growing movement to class action Schwab over all this.

What right do they have to do this. This is causing so much stress but sure they do not really care.

Next they'll be telling us we can't terminate a pregnancy. Sorry Schwab but my body, my choice!

LOL good luck getting a lawyer!