GovernmentExecutive.com

I requested in writing a reasonable accomodation in December of 07. My manager said she could not give me more than the 80 hours. As a program management analyst according to the IRS National Contract are eligible for Occupational/Traditional Flexiplace. I gave my manager medical documents in reference to my request. She refused my Doctor's note in Decemeber because there was no End Date. The Doctor could not give no End Date because I still needed to go through some more testing requested by the Neurologist who did the test on me. Could not push up the date for the Neurologist. Appointment on January 15, 2008. Management in December claimed there was not enough of work for me. Asked to flex on January 15, 2008. Refused my flex which was sent a week in advance. Kept on saying there was no work for me. Meanwhile I was working on a spreadsheet for a consultant and was telling him the status of it. I completed it after the deadline she gave me. I have carpal tunnels in both my hands, guyon tarnal and cubital tunnel in my left hand. Bilateral Tarsal Tunnel syndrome in both my ankles and Peripheal Neuropathy in both my legs. On the way to work around January 22, 2008 I also feel due to make legs falling asleep. Was not on any medicine as of yet for the above symptoms. Subsequently she AWOL be for 6 hours. Granted me 1 hour of work and 1 hour of S/L. She knew where I was and my conditions and she told me I needed to go into the office by 9am to turn around and leave at 10:50am to make a conference call at 1pm - 3. Commute by train.
NTEU filed a grievance and did not go to arbitration for me. They told me I did not have a good case.
Second 2hour AWOL charge was in July.
I was on a conference call with our group. I told my manager I left my medicines all at work on Tuesday. I suffer from panic disorder, GAD and post traumatic stress disorder from 9/11,
On the way to work I ahd to get off the next stop before it expresses to Newark because I was getting chest pains. I felt like I was having a heartattack. Did not take my meds because they were at work. Did not have my Cell phone to call to Washington, DC. I called when I arrived at work which was 11am. Manager told me to put in my request and decided to AWOL me. They have all my medical from my FMLA papers and Leave share with because of managements with taking leave from me on various occaisions for no good reason. I started getting discriminated against when I did not return to the office full time. Meanwhile my work could be done 100% from at home.

My question is this do they check on the exact reasons for AWOL?

Rita  | Monday, September 22, 2008 |  06:27 PM

---

The union needs to look at the number of employees who don't report to work either for a full day or less. They should know the number because they represent them when a grievance is filled stating its the employees right to use LWOP. There are a lot of employees who abuse leave. Yes their are a lot more who don't but as we know these aren't the ones who will make the news. If the rules were followed and no LWOP was granted only AWOL. This would allow for the employees to be terminated by the service rules and regulations. But no the union fights the AWOL charges for leave abusers. They need to look at the employees history. I would once like something good to be reported about the majority that do come to work and give over 100% daily.

Donna  | Thursday, August 28, 2008 |  06:19 AM

---

While there may be employees who fail to report to work as well as employees who are at the office but not doing any work, they seldom mention the employees who work long days and weeks of 'uncompensated overtime'. I believe there are more dedicated employees out there who give significant extra time than there are bums who don't come to work. Ultimately, isn't it the supervisor who should be taking appropriate action to deal with employees who don't show up for work?

Erica  | Wednesday, August 27, 2008 |  12:17 PM

---

I notice they never say anything about those "Extra" hour we work. Like 6 months on a wire working 7 days a week and logging frequent 12 hour days. Or on a surveillance that goes on way into the night or called out to one at night.

How about the drug load that is followed for a day and a half. Lets not even talk about all the 16 hour days I pulled in the military.

You can do 52 amazing things and never get an attaboy but when you're wrong people come out of the wood work to tell ya so.

Gary  | Tuesday, August 26, 2008 |  09:32 AM

---

To the Federal Unions and to my fellow Federal employees.
Thank you all for doing what is called upon us each and every day for veterans, to getting passports and, protecting the borders, protecting our shores from overseas agression and whatever else I missed.

Thank You is not enough.

Nick  | Tuesday, August 26, 2008 |  08:17 AM

---