Sheila Smith
New Member
- Jurisdiction
- Florida
Hi, I have been employed for 15 months for a large corporation that prides itself on work-life balance and flexible work schedules. I applied to work there because I have a special needs child and the hours would work. I worked 1st shift 7a-3p (I pick up my child from a special program at 4pm) for a few months. I was then told that those hours did not work, so I had my spouse adjust his work hours. I then was working 10 hours 2 days a week and then making up the remaining hours the other 3 days a week. Shortly thereafter, I was told I had to go back to a fixed 1st schedule or would be terminated (I received nothing in writing). I was told I needed to get a nanny just how my boss "has to do with his kids". My spouse went and found another job working 8a-5p. I went back to 1st shift working 6:30am to 3pm. My boss was pleased that we were able to work my schedule out.
I was transferred to another department 2 months ago to replace someone else (even with my boss knowing about my scheduling situation). The other worker was dismissed from the department for not being able to perform her job. She was able to come work in my department 1st shift in my position. She is being provided accommodations because she does not like to drive in traffic, so she is able to work 1st shift. I was transferred to her department and I was told that I need to be able to work a rotating shift. I have requested the hours that I will have to work (in order to arrange my home life) and have been refused any definite answer other than I must be able to work a flexible 1st and 2nd schedule at any time and on any notice. I was told that my spouse should be able to take care of our special needs child because my job is "more important". I placed a complaint in with ethics and they found no wrongdoing. I am the only employee in the department that has been notified that must work a rotating 1st and 2nd shift. All of the other employees have been able to choose the shift they work.
It is very difficult to find childcare for a special needs child, and I myself am a 50% disabled veteran. I contacted employee assistance and they told me to go to counseling (which means I have to drive 40 miles away and take off work). Do I really have any type of case as it relates to the ADA or is FMLA relevant to this? Do I need to hire an attorney?
Hi, I have been employed for 15 months for a large corporation that prides itself on work-life balance and flexible work schedules. I applied to work there because I have a special needs child and the hours would work. I worked 1st shift 7a-3p (I pick up my child from a special program at 4pm) for a few months. I was then told that those hours did not work, so I had my spouse adjust his work hours. I then was working 10 hours 2 days a week and then making up the remaining hours the other 3 days a week. Shortly thereafter, I was told I had to go back to a fixed 1st schedule or would be terminated (I received nothing in writing). I was told I needed to get a nanny just how my boss "has to do with his kids". My spouse went and found another job working 8a-5p. I went back to 1st shift working 6:30am to 3pm. My boss was pleased that we were able to work my schedule out.
I was transferred to another department 2 months ago to replace someone else (even with my boss knowing about my scheduling situation). The other worker was dismissed from the department for not being able to perform her job. She was able to come work in my department 1st shift in my position. She is being provided accommodations because she does not like to drive in traffic, so she is able to work 1st shift. I was transferred to her department and I was told that I need to be able to work a rotating shift. I have requested the hours that I will have to work (in order to arrange my home life) and have been refused any definite answer other than I must be able to work a flexible 1st and 2nd schedule at any time and on any notice. I was told that my spouse should be able to take care of our special needs child because my job is "more important". I placed a complaint in with ethics and they found no wrongdoing. I am the only employee in the department that has been notified that must work a rotating 1st and 2nd shift. All of the other employees have been able to choose the shift they work.
It is very difficult to find childcare for a special needs child, and I myself am a 50% disabled veteran. I contacted employee assistance and they told me to go to counseling (which means I have to drive 40 miles away and take off work). Do I really have any type of case as it relates to the ADA or is FMLA relevant to this? Do I need to hire an attorney?
I was transferred to another department 2 months ago to replace someone else (even with my boss knowing about my scheduling situation). The other worker was dismissed from the department for not being able to perform her job. She was able to come work in my department 1st shift in my position. She is being provided accommodations because she does not like to drive in traffic, so she is able to work 1st shift. I was transferred to her department and I was told that I need to be able to work a rotating shift. I have requested the hours that I will have to work (in order to arrange my home life) and have been refused any definite answer other than I must be able to work a flexible 1st and 2nd schedule at any time and on any notice. I was told that my spouse should be able to take care of our special needs child because my job is "more important". I placed a complaint in with ethics and they found no wrongdoing. I am the only employee in the department that has been notified that must work a rotating 1st and 2nd shift. All of the other employees have been able to choose the shift they work.
It is very difficult to find childcare for a special needs child, and I myself am a 50% disabled veteran. I contacted employee assistance and they told me to go to counseling (which means I have to drive 40 miles away and take off work). Do I really have any type of case as it relates to the ADA or is FMLA relevant to this? Do I need to hire an attorney?
Hi, I have been employed for 15 months for a large corporation that prides itself on work-life balance and flexible work schedules. I applied to work there because I have a special needs child and the hours would work. I worked 1st shift 7a-3p (I pick up my child from a special program at 4pm) for a few months. I was then told that those hours did not work, so I had my spouse adjust his work hours. I then was working 10 hours 2 days a week and then making up the remaining hours the other 3 days a week. Shortly thereafter, I was told I had to go back to a fixed 1st schedule or would be terminated (I received nothing in writing). I was told I needed to get a nanny just how my boss "has to do with his kids". My spouse went and found another job working 8a-5p. I went back to 1st shift working 6:30am to 3pm. My boss was pleased that we were able to work my schedule out.
I was transferred to another department 2 months ago to replace someone else (even with my boss knowing about my scheduling situation). The other worker was dismissed from the department for not being able to perform her job. She was able to come work in my department 1st shift in my position. She is being provided accommodations because she does not like to drive in traffic, so she is able to work 1st shift. I was transferred to her department and I was told that I need to be able to work a rotating shift. I have requested the hours that I will have to work (in order to arrange my home life) and have been refused any definite answer other than I must be able to work a flexible 1st and 2nd schedule at any time and on any notice. I was told that my spouse should be able to take care of our special needs child because my job is "more important". I placed a complaint in with ethics and they found no wrongdoing. I am the only employee in the department that has been notified that must work a rotating 1st and 2nd shift. All of the other employees have been able to choose the shift they work.
It is very difficult to find childcare for a special needs child, and I myself am a 50% disabled veteran. I contacted employee assistance and they told me to go to counseling (which means I have to drive 40 miles away and take off work). Do I really have any type of case as it relates to the ADA or is FMLA relevant to this? Do I need to hire an attorney?
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