from an HR perspective they may need to be getting the documentation if others are complaining about preferential treatment or it may just be procedural that once someone needs accommodations outside of what is normally provided/accepted within the work place to get the note. Of course we all hope our co-workers aren't jerks and can understand that people have different needs, but some people are just out to get "equal treatment and benefit" no matter what. I mean imagine what would happen if you didn't have to document a medical issue by a doctor- everyone would have something wrong with them and some illnesses/disabilities aren't visible like pregnancy and may need the same amount of understanding so it goes both ways.
From a fellow lady perspective- that's really annoying and I'd have a BAER for her behind her back
@noelbird & @mcklough said what I was thinking. I understand that the store is understaffed and that's not your issue, but where I can see the manager's side is that you taking extra breaks is putting extra burden on other staff. I'd definitely talk to HR to clarify their stance. What they have to say is more important than what your manager says. When all is said and done, your manager may be finding new employment.
First thing I did when I walked into work was call HR. They will contact me in 1-4 (business) days
I also told them I wasn't even sure if this needed to be made into something if it didn't need to be and to only talk to me.
1-4 days!?!?! Wow. Thank goodness it's not an emergency.
@NoelBird although I see where you are coming from, businesses should also care about their employees. It has been proven that business with happy employees are more productive and typically better off. Caring doesn't mean they have to provide you lunch or snacks or a game room (Google does) but simply being understanding and caring of employees needs goes a long way. Companies should and typically do consider these topics before hiring employees. If what they wanted was constant work, perhaps they should of invested in a self check out machine, that doesn't have needs (except when it breaks down). My DH works for a refinery, they are ridiculous on their rules there, no sitting down ever, no standing around doing nothing (even when there is nothing to do because they are waiting on permits) and missing days even if it's vacation counts against you and they will use that to lay you off, with the excuse of not needing you. AND even they get unlimited bathrooms breaks, without harassment. Think about it, it only makes sense! All I'm trying to say is, yes companies want profit and production but limiting a pregnant women's bathroom breaks, is ridiculous. I'm pretty sure if HR found out, they would not be happy with the manager. That's just my 2 cents though. I do however see your point on them possibly giving her hell and making her take disability leave. Companies will do tricky stuff like that, to get around people.
I'm not saying it's right or wrong I was just trying to give some insight into the legal workings. It is important to know your actual rights so you can look out for yourself. Legally businesses have to provide a responsible accommodation for a person with a disability (which is how pregnancy is classified)if you cannot do your job because of a disability or you put unreasonable strain on your employer they legally do not have to keep you. Again I'm not saying that I agree with your boss out anything but I personally know I always try and look out for myself.
Are you a lawyer? At the law office for which I work, we just referred someone to the EEOC to file a complaint after allegedly being fired due to reasons related to pregnancy. Also, my husband works in HR and doesn't see bathroom breaks as being an unreasonable accommodation.
@NoelBird although I see where you are coming from, businesses should also care about their employees. It has been proven that business with happy employees are more productive and typically better off. Caring doesn't mean they have to provide you lunch or snacks or a game room (Google does) but simply being understanding and caring of employees needs goes a long way. Companies should and typically do consider these topics before hiring employees. If what they wanted was constant work, perhaps they should of invested in a self check out machine, that doesn't have needs (except when it breaks down). My DH works for a refinery, they are ridiculous on their rules there, no sitting down ever, no standing around doing nothing (even when there is nothing to do because they are waiting on permits) and missing days even if it's vacation counts against you and they will use that to lay you off, with the excuse of not needing you. AND even they get unlimited bathrooms breaks, without harassment. Think about it, it only makes sense! All I'm trying to say is, yes companies want profit and production but limiting a pregnant women's bathroom breaks, is ridiculous. I'm pretty sure if HR found out, they would not be happy with the manager. That's just my 2 cents though. I do however see your point on them possibly giving her hell and making her take disability leave. Companies will do tricky stuff like that, to get around people.
I'm not saying it's right or wrong I was just trying to give some insight into the legal workings. It is important to know your actual rights so you can look out for yourself. Legally businesses have to provide a responsible accommodation for a person with a disability (which is how pregnancy is classified)if you cannot do your job because of a disability or you put unreasonable strain on your employer they legally do not have to keep you. Again I'm not saying that I agree with your boss out anything but I personally know I always try and look out for myself.
Are you a lawyer? At the law office for which I work, we just referred someone to the EEOC to file a complaint after allegedly being fired due to reasons related to pregnancy. Also, my husband works in HR and doesn't see bathroom breaks as being an unreasonable accommodation.
That's because you have to file an EEOC claim and obtain a right to sue letter before even initiating a lawsuit for an employment discrimination. Just because your law firm referred someone to file an EEOC claim does not mean that she has a valid claim. My guess is that your law firm either does not handle employment cases or didn't think the case was worth taking, because if it did, your firm would have handled the EEOC claim also, instead of simply referring her. I also think that the boss is being unreasonable and she should raise the issue with HR and document all the communications well. But employment lawsuits are extremely difficult to prove, and what @NoelBird said is correct.
Re: Well, this is "fun" *vent ahead*
from an HR perspective they may need to be getting the documentation if others are complaining about preferential treatment or it may just be procedural that once someone needs accommodations outside of what is normally provided/accepted within the work place to get the note. Of course we all hope our co-workers aren't jerks and can understand that people have different needs, but some people are just out to get "equal treatment and benefit" no matter what. I mean imagine what would happen if you didn't have to document a medical issue by a doctor- everyone would have something wrong with them and some illnesses/disabilities aren't visible like pregnancy and may need the same amount of understanding so it goes both ways.
From a fellow lady perspective- that's really annoying and I'd have a BAER for her behind her back
*Kate*
February 2016
I also told them I wasn't even sure if this needed to be made into something if it didn't need to be and to only talk to me.
I also think that the boss is being unreasonable and she should raise the issue with HR and document all the communications well. But employment lawsuits are extremely difficult to prove, and what @NoelBird said is correct.