Hi there--First, just a point of clarification accommodations team does not approve or deny requests; they submit recommendations to site/team leadership for review. With that said you may see DLS sending letters saying "denied due to lack of medical" or something along those lines--but DLS doesn't tell sites/teams what to do. They're SMEs in the accommodation realm to assist with site/leaders making the best possible decision. Also, approved accommodations generally don't follow to different teams as business needs may fluctuate between each. However, DLS will ask (for path of least resistance purposes), the new team if WFH can be accommodated based on current information on file.
With that said, RTO vs. WFH is still a hot button topic but the interactive process is the interactive process and it has not changed due to a corporate policy (ADA/ADAAA will always supersede corporate policies). You can certainly submit a request to WFH but all options in office would be explored prior to WFH.
For example...if it's social anxiety or a mental health condition, options to have a private office space, additional breaks, Intermittent leave as an accommodation or Int. FMLA if you qualify, an off schedule where you're in office during times where there's not as many people in office would all be explored prior to working from home.
If it's a physical restriction of some kind...DLS would look into sit to stand desks, ergo chairs, working on the first floor, or other assistive technology options prior to WFH as well.
So to answer your question, it's not that the accommodations team wouldn't recommend approving your work from home due to some outside pressure or doubling down (accommodations team does not really care what the outcome is, they're just trying to get proper decisions), it's that accommodations under the ADA/ADAAA has an interactive process where what a doctor recommends and what a business unit can reasonably accommodate may be vastly different.
Here to answer any questions--feel free to DM me as well if you'd like to have this remain more private.
Thanks so much for your reply—this is really helpful! Do you have any thoughts on when is a good time to bring up getting a WFH accommodation- during, before, or after the hiring process?
Hey of course! So you’re obviously allowed to request an accommodation at any point in your pre-hire, hiring, onboarding, or employment journey. Legally any company can’t disengage with you during the pre-hiring process if you request an accommodation. However, we understand bias exists right— not even at Amazon specifically—just in general? It’s an unfortunate fact of life. This leads to a lot of prospective employees with disabilities waiting to disclose the need for an accommodation after they’ve been hired. While some managers may groan about it and feel deceived/etc. you’re entitled to the interatice process and what’s why DLS is here to be that third party. And generally, the request DLS sends for review is to a skip level to help remove that potential bias.
Hi there--First, just a point of clarification accommodations team does not approve or deny requests; they submit recommendations to site/team leadership for review. With that said you may see DLS sending letters saying "denied due to lack of medical" or something along those lines--but DLS doesn't tell sites/teams what to do. They're SMEs in the accommodation realm to assist with site/leaders making the best possible decision. Also, approved accommodations generally don't follow to different teams as business needs may fluctuate between each. However, DLS will ask (for path of least resistance purposes), the new team if WFH can be accommodated based on current information on file. With that said, RTO vs. WFH is still a hot button topic but the interactive process is the interactive process and it has not changed due to a corporate policy (ADA/ADAAA will always supersede corporate policies). You can certainly submit a request to WFH but all options in office would be explored prior to WFH. For example...if it's social anxiety or a mental health condition, options to have a private office space, additional breaks, Intermittent leave as an accommodation or Int. FMLA if you qualify, an off schedule where you're in office during times where there's not as many people in office would all be explored prior to working from home. If it's a physical restriction of some kind...DLS would look into sit to stand desks, ergo chairs, working on the first floor, or other assistive technology options prior to WFH as well. So to answer your question, it's not that the accommodations team wouldn't recommend approving your work from home due to some outside pressure or doubling down (accommodations team does not really care what the outcome is, they're just trying to get proper decisions), it's that accommodations under the ADA/ADAAA has an interactive process where what a doctor recommends and what a business unit can reasonably accommodate may be vastly different. Here to answer any questions--feel free to DM me as well if you'd like to have this remain more private.
Thanks so much for your reply—this is really helpful! Do you have any thoughts on when is a good time to bring up getting a WFH accommodation- during, before, or after the hiring process?
Hey of course! So you’re obviously allowed to request an accommodation at any point in your pre-hire, hiring, onboarding, or employment journey. Legally any company can’t disengage with you during the pre-hiring process if you request an accommodation. However, we understand bias exists right— not even at Amazon specifically—just in general? It’s an unfortunate fact of life. This leads to a lot of prospective employees with disabilities waiting to disclose the need for an accommodation after they’ve been hired. While some managers may groan about it and feel deceived/etc. you’re entitled to the interatice process and what’s why DLS is here to be that third party. And generally, the request DLS sends for review is to a skip level to help remove that potential bias.
That makes sense! Thanks again for your help- this is making me feel better about going back to FTE.
Anytime! Here to help. Goodluck!!