Oh, how cute. DC here in the lounge.

The problem is the rules need to be enforced equally, to the benefit/detriment of all employees. We all know that in a business there are high/medium/low achievers. I can't tell you how many times I do a slow burn because I get someone elses problems to solve because I'll get it done.

I think they've made a "reasonable accommodation", she's allowed to go to the bathroom as much as she wants so long as she clocks out.

She is not disabled, her pregnancy has no impact on her ability to perform any of the essential functions of a call center job.

Paying someone who isn't working is not a reasonable accommodation. Allowing her unlimited bathroom breaks when no one else gets this privilege is, I think.

If I were her manager I would be looking the other way just as good business, but this isn't an ADA issue

You don't know how many times an hour she was saying she had to use the bathroom, so how do you know whether they were making reasonable accommodations or not?

My friends used to joke about "Being paid to take a shit".


I told them how much they were costing their employer per year by pooping on the clock. 40 employees x 15 minutes = 600 minutes of work lost. 600 minutes = 10 hours x $20/hour = $200 lost per day.

$200x300 days = 60K. Shocking.

Affinitas?

That's the tough part... at a job like that, it's so easy to tell if people around you are doing their job, and if one person gets the benefit of 2 or 3 extra breaks (even if it's just going to the bathroom), people will complain and try to stretch the rules as far as possible.

Of course, the article focuses on 'going to the bathroom' to generate attention, even though it's pretty clear that the doctor's note was about the requirement to drink a ton of water. It just sounds more ridiculous to say she needed a note to go to the bathroom. Anyone could drink a ton of water at work to avoid doing their job. Clocking out is kind of dumb, IMO, depending on how often we're talking about... it's probably better for the company to just let that slide or ask her to simply work an extra 15-30 minutes/day instead of possibly creating a media shitstorm over something like that.

yup, that's the name of it.

The male employees did not have to clock out everytime they went it was not being enforced equally

First in with shut up stupid.

Gotta show that growth story to keep the stock price up and keep the executive bonuses flowing. Can't just run a nice profitable company and pay out a dividend or anything. So if your core businesses isn't growing you have to always be squeezing more out of your existing customers or employees. Fun times.

Requiring adherence from call center employees is not about profit margin. It is about running a call center.

Without schedule adherence standards, no call center would operate efficiently or correctly.

So, just don't get pregnant, and you'll be fine.

If the doctor puts her on bedrest and she can't come in at all, should they still have to pay her, in your opinion?

No, that's what FMLA is for.