Bear in mind the letter-writer whose workplace argued for 5 months about whether or not they may have an ergonomic chair? They lastly obtained their chair after a five-month ordeal (over a chair) (first replace right here) however … properly, right here’s the newest.
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 sizzling desks). This was to make sure the chair wouldn’t get misplaced, stolen, and many others. which truthfully I appreciated, and has helped me really feel safe about having my accomodation after I’m within the workplace. All the pieces was going high quality till the final couple of weeks, when:
I used to be knowledgeable by HR that everlasting desks will likely be eradicated and everybody must sizzling desk. I emailed HR asking what this implies for my documented, medical lodging.
HR appeared to have fully forgotten about me. The one that organized all of that is now not with firm. HR says they are going to 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 celebration who processes lodging (who frankly was terrible the primary time I engaged with them). HR is “fairly certain” every little thing will undergo, however can’t assure.
I submitted all of this documentation over a 12 months in the past. I had every little thing formally accepted by HR and the third celebration who processes these things. I’ve emails from HR confirming every little thing was formally accepted. All the pieces 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 via to get this chair, forwarded emails from HR confirming every little thing, however they’re making it sound like I might want to return via all of this yet again.
Shouldn’t information like this be saved in some kind of software program/official record-keeping course of in order that even when an HR workers member leaves or is terminated, there’s historic documentation for all of this? Shouldn’t this be HR’s accountability 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.
