Wow Barbara, you are a true warrior! Thank you for sharing this beautifully written and very educational letter. This may help many. I will share it. Thank you dear one. ❤️
We are experiencing denials across the board at our community college. Our HR department made a statement that they have the authority to overrule our CBA's (collective bargaining agreements) in respect to disciplining us if we do not get the juice or accept their accommodation of "You may use your paid time off or unpaid leave until June 30, 2022...should you not agree to this accommodation, you may be subject to discipline..." A quid Pro Quo in coercing us to alter, or abandon our sincerely held religious belief is in violation of Title VII. I did see with the EEOC that unpaid leave is considered a "reasonable accommodation" however, I could not find any language on the specified time of unpaid leave is considered reasonable. Again, the quid pro quo should triumph the unpaid leave accommodation, but I'm only a classified employee, what do I know? Our students who had exemptions approved to be on campus, had those approvals revoked quickly because of the faculty union's president urging members to "walk out" if the district allowed the "unvaxxed" to be on campus. This district I so once loved as a former student and as a current employee, I no longer recognize. It's like an ugly divorce and the "juice shot" is the jealous new instigating partner of your ex.
Wow Barbara, you are a true warrior! Thank you for sharing this beautifully written and very educational letter. This may help many. I will share it. Thank you dear one. ❤️
God Bless and keep you! Thank you for writing this.
We are experiencing denials across the board at our community college. Our HR department made a statement that they have the authority to overrule our CBA's (collective bargaining agreements) in respect to disciplining us if we do not get the juice or accept their accommodation of "You may use your paid time off or unpaid leave until June 30, 2022...should you not agree to this accommodation, you may be subject to discipline..." A quid Pro Quo in coercing us to alter, or abandon our sincerely held religious belief is in violation of Title VII. I did see with the EEOC that unpaid leave is considered a "reasonable accommodation" however, I could not find any language on the specified time of unpaid leave is considered reasonable. Again, the quid pro quo should triumph the unpaid leave accommodation, but I'm only a classified employee, what do I know? Our students who had exemptions approved to be on campus, had those approvals revoked quickly because of the faculty union's president urging members to "walk out" if the district allowed the "unvaxxed" to be on campus. This district I so once loved as a former student and as a current employee, I no longer recognize. It's like an ugly divorce and the "juice shot" is the jealous new instigating partner of your ex.