Bear in mind the letter-writer whose workplace argued for 5 months about whether or not they may have an ergonomic chair? They lastly acquired their chair after a five-month ordeal (over a chair) (first replace right here) however … nicely, right here’s the most recent.
To recap, a part of the association I labored out with HR was that for this lodging to work, I used to be additionally given a everlasting desk (my employer in any other case scorching desks). This was to make sure the chair wouldn’t get misplaced, stolen, and so on. which truthfully I appreciated, and has helped me really feel safe about having my accomodation once I’m within the workplace. The whole lot was going tremendous till the final couple of weeks, when:
I used to be knowledgeable by HR that everlasting desks will likely be eradicated and everybody must scorching desk. I emailed HR asking what this implies for my documented, medical lodging.
HR appeared to have utterly forgotten about me. The one who organized all of that is not with firm. HR says they’ll get again to me.
Per week goes by. I comply with up with HR. HR says I might want to return to Advantages and reconnect with a contracted third social gathering who processes lodging (who frankly was terrible the primary time I engaged with them). HR is “fairly positive” every part will undergo, however can’t assure.
I submitted all of this documentation over a yr in the past. I had every part formally accredited by HR and the third social gathering who processes this stuff. I’ve emails from HR confirming every part was formally accredited. The whole lot is meant to be on the books. Why am I primarily again at sq. one?
I shared all of this with the HR staff, defined the prolonged course of I went by way of to get this chair, forwarded emails from HR confirming every part, however they’re making it sound like I might want to return by way of all of this once more.
Shouldn’t data like this be stored in some type of software program/official record-keeping course of in order that even when an HR employees member leaves or is terminated, there may be historic documentation for all of this? Shouldn’t this be HR’s duty to iron out, not mine? Additionally, what would occur if for some cause they don’t approve the lodging the second time round? Would they take the chair again?
Admittedly, I’m nonetheless ready to listen to again from HR. Maybe I’m making a mountain out of a molehill. However simply thought to share, as a result of I actually can’t make this up.