Re: Reasonable Accommodation
It might be. Just because you don't see any problems with having you not rotate to the other stations doesn't mean the employer doesn't see some.
But let's back up a step. Have you formally requested an accomodation under the ADA from your employer? Or have you just assumed that because your employer knows about your condition, they are already on notice that you need one? (HINT: Their knowing about your medical condition is not, in most cases, sufficient to invoke the ADA.)
Re: Reasonable Accommodation
Hi, I have requested reasonable Accommodation. In my department there are 6 women. Rotating is not a requirement of the job. We as a group chose to rotate because all the stations suck equally, and nobody wanted to be stuck in the same place for to long. I'll give a little background: I work in a jail. A big jail. It is extremely militant. At the time my work let me go back( with a different note) there was one other woman in my department on FMLA. My supervisor was ordered by the chief and HR to observe and write down everything I did or could not do. My supervisor was not asked to do this for anyone else on FMLA ever. She followed orders but let me read and sign each days observations. HR and the chief were upset to say the least that I knew about this.(Why I do not know) I am represented by Teamsters. They said they can not do that. That they are at fault for not having a Light duty policy. All I want is to work. I have Dr. notes that say I can do the job. The other women in my department wrote and signed letters that they do not care if I do not rotate for a while. I have never been in a any trouble at work. What can I do?