ADA_Questions
Junior Member
What is the name of your state (only U.S. law)? NM
I work for as a customer service representative for a major company via a work from home position. It is a "call center" environment where I am required to answer incoming calls from customers. Yesterday I was given notice that I am being let go from my job due to "timeliness" issues and for "other business needs". Here are the issues:
My husband suffers from a mental health ailment that has him disabled according to the Social Security Administration. His condition has led to him being hospitalized numerous times and for me to be named as his payee. I am his sole caregiver at this time due to his long time doctor retiring and our having a difficult time finding a new doctor whom is "good", accepting new patients and will accept our insurance - not all doctors are accepting Medicare or the statewide advantage plan for Medicare D that we have.
A couple of weeks ago, our house was damaged as a result of a nature act. I had to move out of my office for a few days while repairs were conducted. During the time outside of my office, I had to work in a place not as conductive for work than normal due to the requirement of using a wired connection to the Internet. That has been resolved and I am willing to have my office inspected to show this is the case.
I have talked to my supervisor about the timeliness issues in the past. He suggested I get in touch with our HR team to find out if there are any accommodations that could be made for me. I contacted them, they said they would send me some forms to fill out to evaluate my request. I have as of yet to receive the forms.
Anyhow, my questions are the following:
Does what I do for my husband count towards being a caregiver? I am the only other person in the house and we are struggling to find a new doctor for him.
If I can be counted as a caregiver, would a reasonable accommodation be that I be allowed a few minutes from time to time to care for my husband? I am talking about 2 or 3 minutes extra at break as needed and not hours on end.
I know that I am in a "Right to work" state and can be let go for any reason. I just want to know if I have any possibility of stopping being terminated and face other disciplinary action other than termination. What kind of disciplinary action do you think might be appropriate to ask for if they will rescind the termination. The only good news I have is that they are allowing me to work until May 5th if I so desire.
I work for as a customer service representative for a major company via a work from home position. It is a "call center" environment where I am required to answer incoming calls from customers. Yesterday I was given notice that I am being let go from my job due to "timeliness" issues and for "other business needs". Here are the issues:
My husband suffers from a mental health ailment that has him disabled according to the Social Security Administration. His condition has led to him being hospitalized numerous times and for me to be named as his payee. I am his sole caregiver at this time due to his long time doctor retiring and our having a difficult time finding a new doctor whom is "good", accepting new patients and will accept our insurance - not all doctors are accepting Medicare or the statewide advantage plan for Medicare D that we have.
A couple of weeks ago, our house was damaged as a result of a nature act. I had to move out of my office for a few days while repairs were conducted. During the time outside of my office, I had to work in a place not as conductive for work than normal due to the requirement of using a wired connection to the Internet. That has been resolved and I am willing to have my office inspected to show this is the case.
I have talked to my supervisor about the timeliness issues in the past. He suggested I get in touch with our HR team to find out if there are any accommodations that could be made for me. I contacted them, they said they would send me some forms to fill out to evaluate my request. I have as of yet to receive the forms.
Anyhow, my questions are the following:
Does what I do for my husband count towards being a caregiver? I am the only other person in the house and we are struggling to find a new doctor for him.
If I can be counted as a caregiver, would a reasonable accommodation be that I be allowed a few minutes from time to time to care for my husband? I am talking about 2 or 3 minutes extra at break as needed and not hours on end.
I know that I am in a "Right to work" state and can be let go for any reason. I just want to know if I have any possibility of stopping being terminated and face other disciplinary action other than termination. What kind of disciplinary action do you think might be appropriate to ask for if they will rescind the termination. The only good news I have is that they are allowing me to work until May 5th if I so desire.