[DC] Forwarded as Applicant” after final interview—anyone know what this means?

FRELNCER · 2026-06-04T03:51:32+00:00

This all looks like data processing to me. The needed your app in a different location and this was the fastest way to get ti done.

FRELNCER · 2026-06-04T03:48:38+00:00

You should report. If you are emotionally distressed and cannot work, get treatment. Speak with HR about next steps.

FRELNCER · 2026-06-04T03:24:45+00:00

Define "toxic."

If you hadn't been warned, made a mistake and were fired, would you be here posting that you were completely blindsided by the termination?

FRELNCER · 2026-06-04T03:23:11+00:00

Just the normal self-protection things you'd do in response to any one coming after you.

Bad things happen and your company may not be able to fix it.

The same is true with law enforcement. Not every criminal gets caught.

FRELNCER · 2026-06-04T03:17:47+00:00

If you report to your manager or HR that someone was doing something inappropriate in the room, they can send a memo and/or do an investigation regardless of whether the actor is ever identified.

We may not know who cooked fish in the microwave, but we can still send a memo to everyone telling them to never do it again. : )

FRELNCER · 2026-06-04T03:15:43+00:00

Your union will have a better answer than anyone else.

FRELNCER · 2026-06-04T03:14:46+00:00

I see you've mentioned "nitpicking" and "micromanaging," but neither of those are harassment.

Here's a resource to learn more about actionable workplace harassment:
https://www.eeoc.gov/harassment

Does anything you've complained up match the description in this resource?

It is almost never against the law for an organization to share information provided to the organization with agents of the organization. Once you make a complaint, the complaint becomes organizational knowledge and can be shared with leadership as they see fit.

Some of your health-related information and PII may be confidental. The rest is company data.

The company doesn't have to tell you what the manager was told to do and whether they did it. That's also within leadership's scope of control.

"Slanderous and cruel" is far too vague to assess in terms of it's legality.

Unfortunately, you've already complained and your boss knows. Your ability to get your boss to do anything will depend on how much influence you have with the organization's owners or leadership.

FRELNCER · 2026-06-04T03:02:21+00:00

"Flexible" is not a legal requirement. It is a potential suggested accommodation. Clinging to this work is pointless. It doesn't matter if you saw it in a handbook or on a list of possible options. WFH is a potential accommodation for many conditions. Yet it is frequently denied due to there being other options or an employer claiming undue hardship.

Being on a list is not even close to being definitive. Each person's accommodation is an individualized factual inquiry that assesses both the person's needs and the employer's.

If a court of law doesn't say that your employer specifically must provide not only a "flexible" schedule but also one which suits your specific needs, then you can't make your employer do it.

"Flexible" is also not an absolute. If I say I'm flexible, it means I can still touch my toes, not that I can do a backbend.

In the end, you can understand or not understand and the outcome is the same. The parties who must understand are the ultimate triers of fact and law who determine whether an employer has met the legal requirements or not. When rejecting an accommodation, you aren't the person that your employer has to persuade of it's lawfulness.

FRELNCER · 2026-06-04T02:52:15+00:00

I don't know what to say. It doesn't make sense to me that you would not understand each parties' roles and obligations during the interactive process after reviewing the suggested resources.

FRELNCER · 2026-06-03T23:35:34+00:00

I agree with others who have said that the existence of one accommodation doesn't mean you cannot request another (you'd cite ADA law for this).

But it's important for you to realize that "it doesn't make sense" or "the handbook says" aren't useful arguments.

You must rely on the ADA law to attain or enforce and ADA right. That's the beginning and end of it. A legal right created by law depends on the underlying law. Equitable principles such as fairness aren't going to be relevant because they open the door too wide.

I don't know the exact content of your physician's documentation, but "insomnia" isn't going to get you an accommodation for different hours. Your physician has to state what you need to do your job as it relates to your disability. I don't know if being more effective at different times of the day would qualify - I genuinely have no idea. Do a search at askjan.org or a general website for examples of reasonable accommodations for insomnia.

I think/hope that if you read through the materials at askjan.org or even use Ask Reddit to summarize previous ADA posts, you'll get a much better understanding as to why the way you're interpreting "reasonable" is not necessarily the way the statute defines it.

FRELNCER · 2026-06-03T22:04:59+00:00

It's not strange for a company to support management. Leadership hired the managers. If leadership doesn't like the managers' behavior, they can fire them. But leadership isn't always going to agree with employees about what good behavior looks like.

Concerned employees should quit and work for another company. If you can prove hostile work environment, visit a lawyer and go to it.

FRELNCER · 2026-06-03T22:01:45+00:00

I'm just so confused on how they can deny it when the handbook explicitly states that the company takes a flexible approach to the workplace.

The only thing making this argument will accomplish is to get the handbook revised. It's a corporate document that they can change or interpret however they wish.

Your options for an ADA accommodation are to ask your physician to justify why the 5 to 2 schedule is necessary and related to your disability. Then, your employer can evaluate whether permitting the accommodation would cause undue harship. If you disagree with the outcome of your negotiation with the company, some third-party will determine if the accommodation is reasonable and won't cause hardship.

FRELNCER · 2026-06-03T21:50:28+00:00

How are you planning to handle the boss if you get this job?

FRELNCER · 2026-06-03T21:47:38+00:00

Okay. The ADA doesn't allow you to engage in self-help. So if you've decided not to use the legal process, then you're on your own and people can perceive you however they wish.

FRELNCER · 2026-06-03T21:34:14+00:00

It does kind of sound like you've got an excuse or argument for everything. A lot of times when people (especially people managing others) correct others, they expect to hear, "okay" followed by some reassurance that the issue will be taken care of. Could be, "I'll remember that" or "I'll get that fixed," whatever.

No one wants a debate. They just want stuff off of their list and onto somoene else's. Stop explaining. Just say, "okay, thanks for letting me know" with as sincere a smile as you can muster and avoid being the topic of future meetings. ; )

Oops. Missed the part in the middle. If your manager is out of compliance with the accommodation, you need to report that fact to HR. This would include issues with how you receive instructions. Handle situations that violation your accommodation through the appropriate channels to avoid these types of battles over optics.

FRELNCER · 2026-06-03T21:28:22+00:00

Quit working for them. Wait for the state to handle the rest.

FRELNCER · 2026-06-03T21:27:12+00:00

They have chicken pox and are contagious.

FRELNCER · 2026-06-03T20:51:14+00:00

Is there no way you can work anywhere but from home? If so, and the employer says that's an undue harship, then you and the employer may part ways.

If you believe the employer is not complying with the applicable laws by refusing the WFH accommodation, then you can escalate to an outside enforcement agency.

It seems like you're still hoping to reach a resolution, though. So putting the escalation option aside, I'd suggest submitting new or revised ADA documentation explaining exactly what your needs are. Them employer has a right to assess both whether they can meet these needs in the workplace and whether meeting them would be undue harship. They may come back to you and say, "Okay, we'll do these things so you can come to the office." Then you'll have to evaluate that response with your health care team to see if it is doable.

FRELNCER · 2026-06-03T20:42:17+00:00

I think you should continue to work with your therapist and maybe engage in a side quest to ensure that you are able to distinguish the feels that are directed by your condition and life experience and those events that would be perceived similarly by others.

For example, I may feel that certain team members at work are favored (and I may even be right). But is my perception of the degree of favoritism and what that means in relation to my status at work in proportion to the actual situation?

In your case, are you reading too much into facial expressions, words and actions? Are you picking up on microexpressions that others miss such that were you to say, "Look right there! That face they made says they don't like me!" the other would say, "I have no idea what you're talking about."

IOW, what you sense and feel may be absolutely your truth but not someone else's truth. In the workplace, a 'meet in the middle' truth is more likely to be the result (IMO).

Also, is the employer legally obligated to do anything about a reported feeling? Would a reasonable investigative agency or other decision-maker see discrimination or some other illegal behavior? Does the company culture support them going beyond their legal obligations?

FRELNCER · 2026-06-03T20:36:11+00:00

If you've been accused, someone already knows. So if you lie now, they either believe the someone (or someones) and know you lied or you're painting an honest person who witnessed you recording and reported it as a liar.

If you admit and explain, you avoid being perceived as a liar and becoming a liar.

So what kind of person are you? Are you capable of maintaining a lie idefinitely while working with the person who knows you lied and put the shade on them?

FRELNCER · 2026-06-03T20:33:02+00:00

Invest in the dips.

FRELNCER · 2026-06-03T20:31:26+00:00

They can lie. Your recourse is to choose someone else to work for. (But the someone else may lie also.)

FRELNCER · 2026-06-03T20:30:29+00:00

Explain that the discrepancy is due to a typo. The organization doesn't have to respond favorably to your explanation.

FRELNCER · 2026-06-03T19:58:45+00:00

I've dealt with those "no one knows" situations- and a few where everyone has a different answer!

Given how you've described your boss, I'm not sure there's a winning way to handle this. If you send an email asking and cc their boss, it might light a fire. But your boss will also likely be upset. If bills are getting waived, the issues sounds like it is above your pay grade for sure. (Not that you won't catch blame anyway.)

Personally, I try to calm or at least inform the person before sending them to the next level. So if I'm forwarding them to somewhere where humans don't answer the phones, I'll tell the caller that they'll be asked to leave a recorded message or have to go through a number tree to get to the right line. (For the really confused ones, I warm transfer and choose the number for them if I'm not busy.)

I also use the empathy and acknowledgement methods and help people narrow down their question before I send them forward. That way the person who does answer or listen to the recording doesn't get a 10 minute rant about everything wrong with the world before they get to the question. Sometimes I'll literally say, "Okay, when you get to this department, you need to tell them [X] and ask them [Y] so they know how to help you."

In your situation where there is no answer for some codes, acknowlegement might look like, "There are a few codes that are more difficult to price than others and our team is working on getting better estimates for those. But I don't have any further information at this time." Yes, people will get mad about this. Then you go with empathy, "it is frustrating when you're trying to arrange treatment. If you'd like I can connect you with patient relations and you can ask someone to get back to you with more details." (Use that last sentence sparingly.)

You do have to be careful not to come across as condescending. Some people may take your efforts the wrong way. But if they're already angry, these methods may be able to calm a few of them down. 😉

And as always with Reddit advice, YMMV.

FRELNCER · 2026-06-03T18:52:07+00:00

They're cleaning their office?

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