I am good at my job, got a bonus, high productivity numbers, and created a action plan to get promoted and was given the position. So, I am standing my ground.
Back story: When a employee gets promoted and continue to receive multiple HR reports from various employees. Unprofessional behavior, talking about employees, having newly employees spy on employees, calling employees bullies, telling employees they are creating a hostile work environment, making prejudice, discrimination, and stereotypes about employees, and retaliating towards other employees by giving them the double work to do. Well, my direct supervisor try switching people around to calm the tension that was created by that manager and ended up telling me I had to move even when my diagnosis was provided already and medication had to be shown.
My direct supervisor did apologize to me and explained to me and higher ups in a meeting the poor decision that was made. My direct supervisor provided all steps they took to coach this manager. It was the first mistake my direct supervisor made towards me. So, I accepted the apologize and just told my supervisor if they were honest and would had came to me before doing that we could of talked.
HR got a hold of this. HR wants my doctor to provide another accommodation letter next to my job description stating my accommodation. So, I was like okay, I can do that.
Example: “Conduct sessions; as scheduled and documentation required.” My provider wrote “Please provide additional/flex time for employee to submit as schedule and required documentation due to employee audio/visual distractions that effects employee ADHD diagnosis for time management concerns.” My provider signed and dated their name. Also, wrote my mental health diagnosis, medication, and dosage.
HR emails me back and say “can your doctor state what you can and cannot performed next to the job duty?”
My doctor, my direct supervisor, and my direct supervisor boss was confused as hell. Everyone is like “Mhm, you do perform your duties, so it’s unclear as to why you need to say you can’t perform it.”
My doctor again goes, “If HR is looking for me to write, “you can’t perform, and discuss your accommodation with it, then tell HR no. What HR wants me to write is untrue and not friendly language for ADHD individuals.”
So, am I crazy or what? Am I missing something?