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Discrimination at LLNS?

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By scooby
Discrimination at LLNS: 1. They tell you not to come into work 2. Once you have a certain number of days off work, they send you to medical 3. Medical says you need accommodations, asks you for them, then turns those accommodations into unreasonable restrictions. 4. Your boss says they can't meet the unreasonable restrictions 5. They no longer accept your new accommodations 6. They say they need to get restrictions from your treating doctor 7. They reject accommodations from your doctor 8. They say you need a note from your to return to work. And they need a medical release to "talk" to your doctor. 9. After they talk to your doctor, your doctor won't provide a note to return you to work 10. You go on disability, and you are still employed, so you can't "complain" to EEOC. 11. After a year on disability, they medically separate you from your employer 12. After 3 years on disability, they stop your benefits.

Comments

Anonymous said…
Three years on disability payments while lounging at home sounds pretty darn good to me! Get real. I see no discrimination problems here.
4/28/2013 12:49 PM
Anonymous said…
You (or no one in your family/friend group) has ever had a truly debilitating medical issue, apparently. Consider yourself very fortunate.

You would see the world very differently if you had experience with actual disability.
4/28/2013 2:45 PM
Anonymous said…
This thread seems rife with misinformation and disinformation. What kind of disability are we talking about? What kind of benefits? Are written disability benefits being denied? Who is denying them? What insurer is denying published benefits? Come on - this kind of blind attack against - who? is just rumormongering and trying to incite a problem where none has been proved to exist. State clearly what disability coverage, provided by whom, properly paid for and covered, is being denied, and by whom and through what venue. Get real if you want sympathy. Really, this sounds like someone who has no clue what his insurance covers or does not cover, has never read his policies, doesn't understand what the providers are telling him, and just wants to play the victim and blame his lack of awareness of his own situation on someone else.
4/28/2013 9:25 PM
Anonymous said…
Is this a hypothetical scenario? If so it would only work for a few cases versus the bulk of employees.
4/28/2013 10:28 PM
Anonymous said…
It must be hypothetical because it sounds highly unlikely that it could occur in this way (I.e., it!s one-sided and missing alot of relevant information that could contradict the "malicious intent" being insinuated. If it were a true case I would expect to see a lawsuit against LLNS and backed up by a solid paper trail.
4/29/2013 12:37 AM
Anonymous said…
I am impressed with the reasonable responses to this "hypothetical" situation. Being the victim is so 2011.
4/29/2013 8:58 AM
Anonymous said…
At LLNL, ULM defines disabled as an employee with younger children.
4/29/2013 11:54 AM
Anonymous said…
I have a friend that had to go on short term disability and all went well with EDD & Hartford. The lab approved their FMLA paperwork etc. as soon as your Vac & Sick Leave get cutoff you have to start paying your share of your benefits out of pocket which is fair enough! But when you hit 6 months of being off on disability and beyond, you have to pay the whole 100% which if this case is around $1800!
Surprise !!!
4/29/2013 5:13 PM
Anonymous said…
I don't see anything about Workman's Comp here. I guess it pays not to claim disablement when it is not true. If it is true, then if the injury is not work-related, you are on your own, as it should be. No employer will compensate you for life who did not contribute to the disablement.
4/29/2013 7:19 PM
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