Question about reasonable accommodations

[nerobomb]

Hello all,
I’ve been with Target for just about 10 yrs and have always had my ADA paperwork in but every time there is some new change I get some new ETL or HR that wants to challenge my reasonable accommodation. Since I have been there because of my illness I have had a modified call off in mine if I have any flair ups. One of my illnesses is diabetes so there also is a clause in there that I’m going to step away if I need to get a snack to correct a low blood sugar.
Every couple of years I get an ETL who wants to write me up over this because I run out of sick time. Does anyone know of any way I can stop this or any advise of what to do? In my mind I’m just going to get the paperwork filled again because they are telling me they don’t keep it in store any more. Thanks.

 

[SigningLady]

I highly recommend looking into intermittent FMLA. You can use this when you have flair ups and gives you job protection so they can't come at you for not having any sick time left when you need to call out.

As far as dealing with your accomodations during your shifts, you may just need to be proactive about it when leadership changes by bringing them updated paperwork before they ask for it and letting them know what you need and why.

 

[Captain Orca]

If any son of a bitch exec so much as questions you regarding your health in a negative fashion you take the initiative and go directly over their head immediately. Go to the SD and thoroughly explain your predicament. ABSOLUTELY DOCUMENT EVERYTHING. GOOD LUCK STAY WELL.

 

[nerobomb]

I highly recommend looking into intermittent FMLA. You can use this when you have flair ups and gives you job protection so they can't come at you for not having any sick time left when you need to call out.

As far as dealing with your accomodations during your shifts, you may just need to be proactive about it when leadership changes by bringing them updated paperwork before they ask for it and letting them know what you need and why.

The thing is I keep updating it but now they are telling me they aren’t storing it at the store level. Thanks for the advice.

 

[Tigger]

You're right, they aren't storing ADA stuff at store level. Now there is a centralized accommodations team at HQ and the approved accommodations are visible to HR in Workday. That is actually way better because now you don't have to count on HR to actually dig in paperwork. They just need to click on that tab in Workday.

I would echo what @SigningLady said. Reach out to the leave and disability team to request intermittent FMLA. That provides you with 12+ weeks of job protected time off to use throughout the year. It isn't paid, so you may want to use sick pay or vacation to cover that, but it will be better for your situation. IF you find out you don't work enough to qualify for FMLA, you can still submit an accommodation request through Workday (HR request when you log in) to have that time protected. You'll probably have to submit paperwork either way.