Thread regarding Wells Fargo & Co. layoffs

@dg or only allowing it be used 50 miles of a new location. If someone can't travel that far it's pretty jacked up to displace someone for that. A legal Ada at that.
It's a wonder they haven't been sued out of oblivion yet.

@196 have to be within 50 miles a hub and it's not permanent.
Accommodation team told me they'd stop taking notes after a certain point even if they had approved it before. And even if it was a lifelong chronic issue. Simply because 'nobody likes to have to go to the Dr to keep asking for notes and we would get tired of having to approve it.

I was told this. So banking on the fact I don't live 50 miles within a hub and my note wouldn't work after a certain point (disability doesn't ever go away).
Had to choose between staying or leaving and accepting a severance.

@10h Stating blanket "facts" to avoid engaging with nuance is intellectually lazy. The disproportionate impact it has on disabled people is also a fact. The idea of "we treat everyone the same" when "the same" is based off of ableist ideals of how people should exist harms disabled people. There are multiple components of the federal government along with some state and local governments which are currently pushing for disability protections to be rolled back and to encourage institutionalization for people who cannot maintain employment to support themselves when their accommodations are taken away. When people decide to take it upon themselves to monitor their disabled coworkers who have accommodations and decide to get upset when they do not function the exact same as an able bodied person, then they are contributing to this problem and undermining disabled peoples' ability to stay employed and to avoid further having their basic freedoms taken away.

@106, what @qz said is just a fact. doesn't take anything away from disabled people. seems like your post and certain others on this thread are almost trying to pit disabled people against able-bodied people for some reason. that doesn't seem helpful or necessary. the real enemies are the senior leaders trying to push everyone out.

@sf Acknowledging the disparate impact that this kind of work culture has on disabled people is not taking anything away from able bodied people. “Disabled or not” would only make sense if institutional and systemic equity already existed for disabled people, but it does not.

@qz they want everyone gone, disabled or not.

@kb “it’s a dog eat dog world” is just a term used to justify anti-social behavior. Expecting disabled people to accept being subjected to anti-social behavior just to remain employed so that they can afford expensive treatments that keep them alive is enabling an abusive environment, which has a disparate impact for them. They often don’t have bodies that can endure a two hour drive four days a week whatsoever, which limits their ability to find a job at all and makes relocation more likely, which is also more difficult due to significant housing discrimination challenges. If my coworker is angry that my availability was yellow during my literal break because I spent all of my break time in the bathroom during a flare up, then I will gladly trade places with them. If they get to use a half day PTO on family oriented things, housekeeping, or even resting, while I routinely have to use PTO to go get IV infusions because my body frequently stops absorbing water and nutrients, then I would gladly trade places with them if they think that I have it better than them. If you are going to allow employees to abuse their disabled coworkers due to “stack ranking,” then you are creating a significant amount of risk for yourself.

@mv Which of course will have a disproportionate impact on disabled people. It is also not great for any employee, but it is especially bad for disabled workers due to systemic challenges and attitudes they face, and in some cases can worsen their disabilities and cause indirect physical harm. In my opinion, if an employee is monitoring their coworker because they are paranoid, then the coworker doing the monitoring needs to be flagged as a high risk employee.

From what I read on here, it sounds like layoffs disguised as firings is actually more common right now.

@kb Spot on. People are monitoring their coworkers lives regardless of whether the coworker is disabled because of forced stack ranking and the constant game of Survivor: Layoff Edition. It's every man for themselves, disability or no disability. Sad but true.

@dn - not saying I agree with the concept but stacked rankings already created this environment. If there are people who are commuting in 2 hours every 3 or 4 days a week - you don’t think people are watching your yellow time on teams to determine if your WFH output is similar to their in-office output? It’s a dog eat dog world.

@d7 The rhetoric that you are using here is encouraging a work culture that is the antithesis of a productive, efficient team. It encourages coworkers to internalize the idea that the greatest threat to their own health and wellbeing in their jobs is their coworkers that identify as disabled, and that they need to be constantly monitoring their disabled coworkers' lives outside of the workplace in order to protect their own disability accommodations. All of that effort and paranoia not only creates a hostile working environment for everyone, but it's energy that could be spent on actual work along with team building and up-skilling. It can also expose disabled employees to stalking behaviors from others, which can become dangerous very fast.

@d7 What do you want? Do you think that disabilities are only valid if a person only ever spends their free time siting in their apartments and crying in pain while watching Netflix? This is a display of ignorance. People with disabilities that restrict the kind of environment that they are able to work in still deserve to live full lives. Disabled people who are traveling on their time off still have disability related restrictions, and often have to take a mix of pills to be able to endure flights and airports that would create too much risk to take daily for work, and have travel companions with them to ensure they stay regulated. Then, they often have to spend travel days sleeping in the hotel room to prevent exhaustion, or can't do as much within each day that an able bodied person would do.

This is why it is a civil rights violation, and should remain one, to restrict a person's work accommodations based on what others think they do outside of working hours.

The goal of a disability accommodation is to allow a person to be able to work and live their lives outside of work to the closest degree possible of an able bodied person.

@d7+1kz74qjw7

Yeah, the executives who's mission in life is to downsize all of us desperately want us to be in office and to "get" those pesky employees "gaming the system". Get a clue dude, they want ALL of us gone. 0 days, 0 hours per week. That's the goal. 3/8 and all this other stupid cr-p are just steps taken to get us there.

Never forget that the reason companies are taking a hard line approach to the disability scam is due to all of your fellow employees who decided to game the system with made up BS about the lights being too bright or sounds too nerve wracking for them to possibly survive in a office. These same folks have no issue jet setting around the globe and doing literally anything else, but when it comes to work they're suddenly borderline invalids who cant leave their house. Thats who you have to thank for the new corporate reality.

@ba I am glad that people with disabilities can be accommodated. One of my colleagues volunteered why they can’t go into office and the reason was shocking. :(

@b3 this is also just a disgusting comment to make about people who have chronic illnesses. The vast majority of people do not want to play or be sick. There’s too much stigma that comes with any form of chronic illness for the payoff to ever outweigh the costs of even identifying as disabled.

@an do you think a 2 hour drive to work is worth it? think of the wear and tear on car, the gas $, the time lost from traveling not to mention traffic, the crazy drivers, all that sitting in car on top of sitting in the office, away from family that much longer. Would renting a cheap studio close to office just for a place to sleep for 3 nights a week be better to improve quality of life?

@b3
Multiple Sclerosis, Early Osteoporosis and Disk Degeneration, brain stem damage, and pre-cancerous colon polyps. I am trying to have a successful career and to see as much as the world as I can before it becomes too painful to do so. Some people seem to take offense that I, a disabled person who needs accommodations, have a highly educated, white collar career and have seen more of the world than most people my age. They think I am “abusing” accommodations, but they wouldn’t if they had to live a second in my body, or had to go through the grief that I did when my body stopped functioning well enough to support my goals in life without accommodations, which was difficult to accept as someone who was always high achieving and intelligent. It is such a slap in the face to have my accommodations questioned by people who will have much longer lives than I will.

The plan is to fire Americana and hire same 'Caste' people.

@aw When people are fired or resign they should be replaced. It's only when people are laid off that they can't be replaced. Oh wait, I'm thinking of normal companies that rely on logic and industry standards. Never mind.

@b2+1kz74qjw7 Let me guess—fibromyalgia? Or did you take the chronic Lyme disease or long COVID route?

@an As a disabled person who has to work remote, my problem with working in an office surrounds having an unpredictable illness that can be disturbing and disruptive for others to be around if it flares up, and the only way to prevent that from happening is to either lay down or go take a co-ktail of pain meds and muscle relaxers that make me too drowsy to work. I spend a lot of my time laying down and working. Still, my partner and friends help me travel frequently and get out to do things outside of working hours, and I will take day trips by myself when I’m feeling well enough. It gives me something to stay optimistic about, since so much of my life is already limited. If my coworkers looked at my social media without that context and decided to “tattle” on me for traveling despite being so disabled that I needed to WFH, then all they’d be telling on themselves for being ableist and I would proceed to block them and report them to HR for stalking me.

0%
When people are fired, the headcount is not replaced. I also know a few voluntary resignations where the headcount was not replaced either. If you are enough of a PITA that a manager would prefer you gone with no replacement, then well... bye. you are negative overall for the team.

So I heard that there was a person who couldn’t travel in for work but that person’s social media is filled with lots of solo travel around the country so….

Also, we have people on our team who are driving 2 hours one way each day to meet the in office requirements. I’m not saying it’s ideal but some people are doing it.

I get that there’s some legit medical accommodations but then there’s some that aren’t so unfortunately some bad eggs ruin it for all.

If they lay someone off, they can’t rehire into the same role for a prolonged period of time. So maybe some, but not a lot.

At least they got the package.

Maybe 0.01%

Or how they can put stipulations on wfh in conjunction with medical accommodations. That even with a legit life long chronic issue that prevents travel such as was my case, they won't allow it to be permanent (they never provided a duration how long i could use it, all the accommodations team said was could be once or twice, then after that I'd have to come in anyways) despite my condition.

And have to live within 50 miles from a hub in order to use it as well.

I lost a really good job and it pushed me in a corner. I didn't wanna leave.
Faced with two choices a year severance or stay on and trudge the two hours one way to the new location with no extra compensation, maintenance or gas expenses.