ADA
Some information will be shared with managers. I knew why almost all of my 200 member team had accomodations, LOAs or FMLAs and there's nothing legally preventing HR from sharing that. In fact HR
NEEDS to share some of that information so TMs following the rules don't get accidentally coached or CA'd
People think HIPA and ADAs mean that they don't need to tell leaders anything medical. Which is 100% false. An ADA does not cover unexcused absences and it only covers
reasonable accomodation which requires partnering with the leader and HR to figure out what that is. Calling in last minute 3 times a week for appts doesn't fall under reasonable. A leader will at the very least know what an ADA TM's accommodations are, if not outright knowing the medical conditions. There's nothing legally preventing this.
If the team member calls in using sick time, FMLA or has an approved leave then the leader won't follow up. But there's more to it than that. A doctors note by itself is not an excused absence. Never has been. If the TM hasn't partnered with the benefits center or HR to get their stuff squared away.
TMs with FMLA (one of the most abused systems in Target) only get a certain allowance similar to sick time, if they go above it, its a coaching conversation. They also have a dual call-in process that if its not followed its a coaching conversation.
Too many times as a TM you get in the mindset that leaders are screwing you over and in reality until you get to the other side you don't realize what's happening behind the curtain and why some leaders go batshit insane after awhile. And TMs themselves only share their side of what's going on, while a leader will never share there's because they can't share it with a TM so your perspective gets skewed.
That TM with the chiro appts probably was not following the processes and figured they was about to transfer so they could do whatever they want and be fine and didn't work out that way.