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Gents - What perfume/cologne brand do you wear?
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Hey fishes,
I have given the interview in Hexaware and later on I got the email to fill the CAF form which is also done. Nos it's been 20 days and no call, no e-mail at all! I can see the status as offet pending.
I am on notice period and I have only 1 month remaining.
Is it like, hexaware will release the offer at the end time or something! Because I'm eagerly waiting for the offer as I don't have much time now!
Hexaware Technologies
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First off the best I can tell you is you need to refer to the ADA laws. Don’t ask advice so much on the Internet because not everyone here is fully reversed in those ADA laws. Also how valuable an asset is this employee because if their being there is vital then no the request is not unreasonable? If the employee can do this work in an a specified area or home then this may be the route to go. You can ask the employee for a doctors note regarding the employees condition & once verified make the best choice for all.
I think an interactive conversation to understand how it triggers (touch, airborne, ingestion), and follow-up documentation from her doctor, will help navigate this situation. An important question is how does she manage her allergy in other places outside of the home, such as supermarkets, retail settings, restaurants, etc.
She probably does like the rest of us do that has a busy schedule. She probably has Walmart delivery or a delivery service. Deliver groceries to her doorstep. as for getting medication’s or other things elsewhere, most places do have drive up or again offer delivery service at which point she can have them leaving the stuff on her front porch and she may have a certain way of how things are taken care of being brought from outside into our home.
You should read this: https://www.hrdive.com/news/eeoc-paycom-told-worker-with-anaphylactic-allergy-to-wear-mask-carry-epipen/824209/
A no-nut policy is nuts! She would have to deal with it! I can see if you are having a lunch catered, to have a no-nut option, or have a specific option for her.
What if this person said I am allergic to perfume or cologne? Would the entire office have to stop wearing perfume/cologne? Hmm, how about the color red? This person has a reaction to the color red does the entire office stop wearing anything red?
Chief
You're in HR and you don't understand the requirements of the ADA?
And yes, companies have indeed banned the use of fragrances. And your "color red" nonsense is just that, nonsense.
I'd love to see you try that response in a real-life situation and get your company sued.
That is not a reasonable accommodation. If the employee is so allergic that it's life threatening, it's much more reasonable and doable to set the employee up for remote work. Imagine the liability if you did implement the ban, and another employee forgot or didn't realize an item contained something that would impact this employee. That situation could very easily happen. For company liability purposes, and for the safety of the employee, I would not implement that policy, and go the remote work route.
Help me understand why you would single 131 people out for 1 person? Sorry to say but I think you should go through ADA. Who suggested you have a no nut policy?
I have been working my entire life in a developing country and receiving a salary which gives more of a headache. Now I am asking for help from all of you to assist with a genuine online job that can alleviate poverty.
I had a team member once with severe allergy to nuts. We asked employees not to consume nuts in the office but not sure how tightly this was followed. The person worked from home primarily. When they visited the office, they wouldn't use the canteen area and would sit in a meeting room for the whole day, which included mostly collaborative working time anyway. This set up worked for this particular employee and was happy with the arrangements.
I cannot believe all of the responses who just call it unreasonable. They do not know the full situation. First get documentation from the doctor confirming the employee does have an allergy and how severe it is. It may be possible to restrict nut consumption in a specific area of the building.
I once worked with someone who had a severe nut allergy. This person could go to the cafeteria to pick up lunch but could only stay in there a few minutes. The department had signs that stated there was a severe nut allergy and no nuts could be consumed in that area. There was no issue with it.