I've seen so many posts and comments here over the past 2 months that talk about accommodations getting delayed, denied, geographic pay bands getting changed for folks previously on remote accommodations but now trying to renew, etc. It feels like U.S. Bank is actively discriminating against an entire class of disable employees. In my experience so far, most attorney firms it seems want you to have actually been fired before they're willing to offer a consult. Has anyone here worked with any firms that they have found helpful? I'm at the point in the interactive process where it almost feels like an EEOC complaint and/or state agency complaint is becoming warranted, but would appreciate some legal counsel on the next best steps.
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@aj You're the reason we have compliance enforcement actions. You probably got exceeds expectations rating too. Meanwhile, all the skilled and experienced compliance SMEs (i.e., potential whistle blowers) got let go. smh
Go brush up on Title I of the ADA, you dunce, and quit falsely discouraging employees with disabilities from pursuing their rights.
@e7 I've talked to two lawyers (one contingency and one hourly) about filing a federal complaint and they both confirmed the EEOC is still forked, just like every other deregulated fed agency. Their current focus is on discrimination cases for white men.
Both attorneys recommended filing with the state instead, assuming you have comparable state laws where you live. MN does. An EEOC complaint can also be filed, but it's a time commitment that's not currently providing any value. Contingency attorneys won't waste their time on it right now. Hourly attorneys will do whatever you want as long as you keep paying them on time.
@OP Was laid off a few months after being ill. Payments Product organization is a joke.
@ey it's really not. People with permanent disabilities are being really hurt through this process as this person is like "LOOK AT ME I GOT TWO MONTHS IT WAS SO EASY". That's not long term permanent, that's short term for a temporary situation which is not what this conversation is about. Hence why I told them to read the damn room.
I started the process and filed a complaint with eeoc. lets see where this goes. look for attorneys that will take your case on contingency
@js if I could, I would but I can’t afford it. That’s why I started my message the way I did, directed to those who might have more ability.
How about we not attack each other and direct any frustration towards those actually culpable - the atrocious leadership at this company.
@jn Are you somebody? Why don't YOU do it? Or are you expecting everyone else to solve it so you can benefit?
If anyone can afford a lawyer or knows one, please take action. I know they’re a big powerful corporation but they shouldn’t get away with breaking the law this way.
This CEO is deliberately targeting remote and disabled employees because of her agenda.
It’s called REASONABLE ACCOMMODATIONS- it’s reasonable if someone can easily do their job remotely, doesn’t even have co-workers at their hub and has been doing this job with high ratings for years. To suddenly decline this when it’s been getting approved, is Gunjan pushing a personal agenda to eliminate all remote work.
Please somebody get lawyers involved. We have to do something!
@eq rude
This is truly disgusting. Are other companies really attacking disabled employees this way? I have a feeling it’s just the sheer contempt and distrust our CEO has for all of us.
@em this is for long term accomodations for permanent disabilities. Not short term medical accommodations for an accident that occurred at work. Read the room.
What office are you guys in? I had an incident that caused me to get stitches in my knee and provided the hospital work excuse to take it easy for a week and HR approved 2 months at home. Are you all providing the paperwork?
@OP Better Call Saul
@dv We're going to have to start hitting them with actual EEOC complaints before they start changing anything, I'd imagine.
Well, my request for accommodation at my workstation was denied even though my disability has been documented and noted in Workday since my start date. I am making one final attempt with my doctor attempting to work with USB. I will need to contact an attorney if they continue to deny it. The process has become exhausting. and discriminatory in itself.
@aj Ok great thanks let me just cede more of what little power I have in this dynamic to a company that has clearly stopped caring about any of us.
Yes, USB has made it abundantly clear that the only thing they're willing to offer in the first round of this 'discussion' is a heavily modified working station. At a point though they're being willfully discriminatory, and I'd like to understand that before I end up at a place where my annual merit is depressed because they've je-ked around my geographic pay band.
ADA laws apply to their physical site, don't waste your money with lawyers who will tell you the same thing and charge you 4-figures.