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Anyone take the CIPM recently? How was it?
Hello All,
I have recently joined FIS Global around end of April. My mother recently met with an accident and she needs to be operated.
I haven't been able to update the anything regarding the insurance part yet on FIS portal.
Will my mother's treatment be covered under the insurance? If yes, what's the procedure for the same? What are the documents that I need to submit in order to claim the amount?
Can anyone please guide?
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I’ve only seen people get fired tbh for making a big deal out of needing special accommodations when there’s thousands of other people who don’t even mention their personal business and don’t ask for special accommodations which usually management just finds annoying and inconvenient. They find a “legal” reason to let you go of course.
Most companies don’t have the time or money to coddle employees; or they simply don’t want to.
These are not my personal opinions, it’s just what I’ve seen.
There's a big different between "coddling" and "not being dicks". But you're right that any company can find an excuse, like oh you were 5 minutes late to a meeting last month, you're kicked to the curb. They have more lawyers than most of us can afford and are very, very invested in interdicting precedents.
I've had ADHD coaching, noise canceling headphones, a tablet for note-taking in meetings - was offered a fixed desk in a quiet part of the office instead of a hot desk but didn't feel like I needed it. Work has lots of things that help me but are available to all staff so I didn't need to ask for an adjustment e.g. flexible start and finish times, sit/stand desks, choice over office or WFH, use of wellbeing room/quiet space, ability to take breaks whenever I want rather than set break times.
Nothing is standard is the short answer. It depends on what's reasonable and would make a significant difference for you. You can search on askjan.org for ideas. Legally, your employer has to provide reasonable accommodations. In practice, up to you whether you are in a position to risk opening yourself up to potential retaliation if your employer has no issues breaking the law.
What would one expect?
I'm add but can't think of what I would expect from my employer
They have those ? 15 year vet here working w add since a child
I'm being serious when I ask what accomodations would we expect or want?
Wait companies will ACTUALLY do this ? Where
Nothing, but depending on the environment and your relationship with your supervisors you can reasonably figure out what may be helpful. In the US it’s definitely not legal to be fired over that. I would be proactive (and reasonable) about your needs before you have any performance issues, and get it all in writing.
I would think reasonable would fall under like note taking assistance in meetings (either recording or having meeting minutes shared with you), maybe like someone else said a different break schedule for more frequent but shorter breaks (equaling the same total break time), if it makes sense for your job maybe a change in schedule (like 7-3 or 10-6 instead of 9-5, or whatever), or written task lists with clearly indicated priorities. That kind of stuff that isn’t going to be seen by others as special treatment, otherwise you might annoy your supervisors or worse, your coworkers lol
I don't think there's a standard--it's pretty industry and company specific. But the ask Jan website is a good place to start, and one of the more common ones is being placed in a quieter office or workspace and/or getting to use noise canceling headphones.
I just recently went through this. I'm having some long COVID-19 brainfog, memory loss, in addition to recently diagnosed ADHD and dysthymia. I already was approved for intermittent FMLA on my really bad days. The best the Reasonble Accommodations Request team could advise was taking my breaks at different increments. For example, taking a 5 minute break every hour, to step away and clear my head or taking a quick lap around the house. They also advised of an additional 10-15 minutes during the day for a walk (that part I cannot remember for sure, hence my need for Reasonble Accommodations). However, I am sort of remembering them specifying the extra break would be without pay, of course.
I waited too long to submit the request. By the time I got a decision my work had already suffered so much, I lost my job anyway. The manager allowed the request time to go through review as a formality. That way they could say they gave me every opportunity to improve my performance.
In England they use the term "adjustment" as it's more inclusive.
First adjustment that comes to mind is letting go of proximity bias. Many jobs can be done remotely. I've done it for 25 years, with text chat and VOIP calls initially. Today with Slack and various video meeting systems there is no legitimate reason for routine on-prem presence for a job that is mostly talking and typing.
A certain credit card company recruiter hung up on me when I mentioned disability.
Reasonable accommodations are usually things like allowing noise cancelling headphones, communicating tasks in writing, flexible break schedules, allowing (quiet) stim devices in meetings, allowing tech for note taking.
It's not about keeping employees on board, it's about meeting the legal test for accessibility, so there are significant limits and it's REALLY important to understand that!
It's also in your best interests to ask for accommodations whenever possible between acceptance of job offer and first day. If that is not possible, be aware that asking for accommodations does NOT erase/reverse performance problems. Accommodations should be viewed as a preventative, not a cure, for those issues.
If you're on a PIP, you should be job hunting.