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It’s a little strange that they (HR?) told you your partner suffered from clinical depression. I’m more concerned about a breach of trust over someone that hasn’t been properly motivated in the right way that’s best for them.
Yes, it was a little strange that telling us this was their "solve" on the issue and did not provide us any further assistance on the matter.
Your company must provide reasonable accommodations for employees to do their jobs under ADA. However, the person still needs to be able to perform the job as needed by the company. This could mean a flexible schedule or perhaps part time hours, or if this is a bad period, supporting your partner in talking to his doctors about taking extended leave. However, there is still an expectation that the work is completed with the ‘essential functions’ intact. Here is a link to the guidance: https://www.eeoc.gov/laws/guidance/enforcement-guidance-reasonable-accommodation-and-undue-hardship-under-ada#general this could be a good and neutral topic for your manager to bring up with HR because if the accommodations need to be shared for the essential function to be met, that needs to happen.
Ask for a new partner, he likely wants one now too.
But also understand that HR isn’t there to help employees. They’re there to make sure the company they work for doesn’t get sued, full stop.
Speak with your manager and see if you can try out a different partner and go from there ❤️
Not always true. Our HR are exceptionally good at supporting people for the right reasons.