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Earlier quoted context omitted.
I doubt in 60 days one can accumulate 1 day of sick time to use to go to the doctor. An unexcused absence during the probationary period would likely result in immediate termination.
Someone with diagnosed IBS could get a note in an email exchange with their primary physician.
The law firm I worked for lost the notes from my doctor and fired me.
> According to the filing, when she told a manager in November about her IBS and that she needed to use the bathroom up to six times a day, the manager told her to get a doctor's note. It appeared from the filing that Olivero didn't get the note. > Olivero then said in the filing that in January her manager said she was going to be written up, and that she'd need to get a doctor's note within five days. That seems...…
I doubt in 60 days one can accumulate 1 day of sick time to use to go to the doctor. An unexcused absence during the probationary period would likely result in immediate termination.
Earlier quoted context omitted.
I doubt in 60 days one can accumulate 1 day of sick time to use to go to the doctor. An unexcused absence during the probationary period would likely result in immediate termination.
A one-hour trip to urgent care, or even an email or phone call to the doctor's office likely would've handled this.
> According to the filing, when she told a manager in November about her IBS and that she needed to use the bathroom up to six times a day, the manager told her to get a doctor's note. It appeared from the filing that Olivero didn't get the note. > Olivero then said in the filing that in January her manager said she was going to be written up, and that she'd need to get a doctor's note within five days. That seems...…
Not requiring a doctor's note for going to the restroom infrequently seems a bit more on the reasonable end. I'd have more sympathy for Amazon if, say, she was AWOL from work for more than an hour a day with no explanation. Humans are not machines and deserve some flexibility with their time.
and the response seems eminently reasonable. getting a note in 2 months is just not a draconian requirement no matter how it is spun. i have to give benefit of the doubt and assume accommodations could have been made if one had been produced. I'm sorry but this is the reality if you work a menial job where you are easily replaced. I feel like people are just being blinded by seeing "Amazon" in the headline; the alternative is an unbelievable level of naivete
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> According to the filing, when she told a manager in November about her IBS and that she needed to use the bathroom up to six times a day, the manager told her to get a doctor's note. It appeared from the filing that Olivero didn't get the note. > Olivero then said in the filing that in January her manager said she was going to be written up, and that she'd need to get a doctor's note within five days. That seems...…
Why require a doctor's note at all? Humans need to go to the bathroom sometimes, and six times in a workday is, while higher than average, not terribly so. If your business processes cannot deal with humans who need to use the bathroom, that's the fault of the business process, not of the humans. It's like me running code on a cloud instance and then asking Amazon for a hardware tech's note when it reboots for hardwa…
Earlier quoted context omitted.
A one-hour trip to urgent care, or even an email or phone call to the doctor's office likely would've handled this.
Going to urgent care to get a routine doctor's note for a non-urgent situation wouldn't be covered by insurance, would it?
This whole store lacks enough detail to know exactly what's going on, however, so we're all going to project our biases on it. If you're anti-Amazon you're going to project your assumptions of unfair business practices. If you're skeptical of that position you're going to project your skepticism into the unknowns of the story. Really there aren't enough facts here to know if this is Amazon firing an underperforming employee who is lying about a health condition, or failing to accommodate an employee with a legitimate health problem.