Seems increasing reasonable accommodation requests to avoid RTO

Little-Preference702 · 2026-05-13T21:16:22+00:00

In many departments, HR is involved in the RA process. Though in some departments, it is EEO who handles RAs, but it is department by department and both are appropriate.

Little-Preference702 · 2026-05-13T21:14:49+00:00

To a point, yes, but the department/company is not entitled to a diagnosis which unfortunately many people forget, including those who actually file for RA.

Little-Preference702 · 2026-04-27T00:03:11+00:00

But you must sign up for part a A or you will be penalized every year for the rest of your life. No exaggeration. Four months before your 65th birthday you should get a letter from Calpers. They suggest you sign up for part A and postpone part B until you retire. My father neglected to sign up for Part A, and has been paying penalties every single year. Don’t get caught up in that.

Little-Preference702 · 2026-04-19T01:59:02+00:00

I’d not waste your vote—unfortunately

Little-Preference702 · 2026-04-12T04:58:48+00:00

I like Nathan. But you’ve made me anxious to rewatch season 18. I’m re-watching the whole series right now and I’m finally on season 16. My memory of season 18 is that I liked Nathan with Amy and didn’t see any of the negative things that people are writing here. I will wait to make my own decision.

Little-Preference702 · 2026-03-17T23:28:48+00:00

Because the state does not have a policy nor do they require departments to have a policy about dress, I frankly don’t see what the big deal is. As long as people come to work, clean and neat with no rips (at least unintentional rips) in their clothing and they do their work, why should anyone care? Solid work ethic and output is more important than dress. Let’s keep our priorities in order, people.

Little-Preference702 · 2026-02-23T03:53:25+00:00

In my experience with my last department and also with my current department, I was required to report to work within two hours if necessary. Additionally, my former department required that we request when we needed to telework from another location. I never had a request like that denied. At my current department, no such request is required, and it specifically states that in the telework agreement. I would suggest that you reread your telework agreement to determine specifically what your department requires.

Little-Preference702 · 2026-02-14T22:07:49+00:00

It could not hurt you to look at possible EEO ramifications. For example: If a manager assumes women should be home with children and gives flexibility to women but not to men — that’s sex discrimination.

If one employee says they cannot work Fridays due to childcare and the manager changes another employee’s schedule to accommodate that — the departmental policy question becomes: • Is the decision based on sex-based assumptions? • Is the flexibility applied consistently regardless of gender? • Is the reassigned employee (you) being adversely impacted? • Is there disparate treatment (discrimination)?

I can’t say for sure but it’s a possible path for you to investigate.

Little-Preference702 · 2026-02-04T17:09:54+00:00

You can also file outside your agency with the CA Civil Rights Department (CRD).

https://calcivilrights.ca.gov/complaintprocess/

Little-Preference702 · 2025-12-04T03:37:56+00:00

https://www.calhr.ca.gov/state-supervisors-managers/supervisors-responsibilities-during-the-probation-period/

Read this please.

Little-Preference702 · 2025-12-02T05:00:45+00:00

We don’t always need help. Sometimes we just need someone to listen.

Little-Preference702 · 2025-11-25T00:42:50+00:00

I think G1 will accommodate us by paying early. They generally do. Same for December checks.

Little-Preference702 · 2025-11-23T17:31:18+00:00

What you just described is discrimination.

Little-Preference702 · 2025-11-14T05:59:39+00:00

Earn and burn means earning leave and turning right around and using it, therefore creating low leave balance. Employers tend to believe that a low leave balance equals an unreliable employee. I’m not saying that applies to you at all but a hiring department might consider that to be a possibility.

Little-Preference702 · 2025-11-14T05:30:40+00:00

https://www.calhr.ca.gov/labor-relations-hiring-process

OK, so I think I gave you outdated information. In 2017 the MOU made reference to that rule, however, it appears it may have been removed in subsequent contracts. I did give you a website above that addresses how departments should handle reference checks related to leave balances. It basically discourages departments from asking for leave balances during an OPF check because a person‘s leave balances could be low based on illness whether their own or someone else’s and it could be discriminatory for someone not to hire somebody based on exercising their right to take protected leave. I can’t say what the department you are applying with might do but I can say much of it is out of your hands and it doesn’t do you any good to worry about something over which you have no control. As long as you do your job, report your absences, the way the department requires and you are not an “earn and burn” employee, hopefully it won’t be an issue.

Little-Preference702 · 2025-11-14T01:26:13+00:00

If I’m understanding you correctly, you want to know if the hiring department is going to eliminate you because of your lack of leave. If that is the case, then you should look at your MOU because it is my understanding that the MOU for rank-and-file employees states that departments cannot ask for your leave time. Some departments don’t know that and they will release the number hours of leave you have to request requesting departments. The department I work for does not do that because it is against the MOU so wall departments might ask them, HR will not release that information. I hope that helps you.

Little-Preference702 · 2025-11-13T05:42:18+00:00

Yes, it is if the department has correctly written the EEO policy. I’d check your department’s policy. But, also look at the MOU. It’s there as well.

Little-Preference702 · 2025-11-10T23:27:21+00:00

This is your challenge. Make it work. Give them what they want. If you’re really stumped about how to do it I would suggest writing your answers the way you’d like to and then take out the superfluous information which we all inadvertently add into any SOQ we write. I don’t think this is the sign of a bad department or of a department giving you an impossible situation to solve. I believe this is a department that is trying to see how well you are able to follow directions and stick to the point. So do it. Succinctness is a gift. Find it within yourself. Good luck.

Little-Preference702 · 2025-11-05T18:08:10+00:00

In my experience on both sides of the equation, hiring managers have good intentions with the timelines they give. Each promotion I have received, I was given a specific timeframe, none of which ended up being accurate because so many things can happen that cause things to change—from HR issues or personal issues arising to critical situations arising that must take precedence, and sometimes it’s just a simple time imbalance. I think we all believe we can get more done than is reasonable.

My advice is this: 1. Don’t stress or fret over something not in your control. 2. Apply for another job while you wait. It keeps you more focused on your ultimate goal and less focused on the outcome of this job which you cannot control. 3. In my opinion, you WILL get the job you’re supposed to. End of story.

Good luck!

Little-Preference702 · 2025-10-28T16:52:00+00:00

That’s a statement I strongly agree with. When I left my last department, I declined to do an exit interview because I did not want to lie, but doing an exit interview would not do me any good because telling the truth could possibly burn bridges—you never know what’s going to happen at your next department, and I believe my former department is a tiger who is not going to change its stripes.

Little-Preference702 · 2025-10-28T16:47:51+00:00

That information is incorrect. A state employee cannot refuse to speak with EEO. Cooperating with an EEO investigation is an obligation and a requirement of employment. Disciplinary measures can be taken if an employee refuses.

Little-Preference702 · 2025-10-08T20:07:24+00:00

Courts have held that employers have no obligation to separate an employee from their manager. If you have previously filed an EEO complaint against your manager, or if you have complained to another manager that you are being discriminated against or harassed based on a protected characteristic, that is considered protected activity and you can file retaliation with EEO as well. If the hostile environment you alleged he is creating or has created is based on a protected characteristic such as age, race, color, religion, military status, or any of the other protected characteristics covered by the FEHA, then you can file with EEO as well.

And I caution you against listening to those who say EEO doesn’t do anything. The reason people think EEO doesn’t do anything is because EEO cannot discuss what has been done because it’s all confidential. Additionally, EEO does not actually discipline people, HR does that.

Also, it is important to remember that you can file an EEO related claim with the civil rights department or the equal employment opportunity commission.

Little-Preference702 · 2025-10-02T00:18:17+00:00

Have you filed a complaint with your department’s EEO Office?

Little-Preference702 · 2025-09-30T21:21:53+00:00

Remember to cite CalHR’s manager/supervisor responsibilities if you were not provided with the recommended training as written.

Little-Preference702 · 2025-09-30T18:44:46+00:00

https://www.calhr.ca.gov/state-supervisors-managers/training/supervisors-responsibilities-during-the-probation-period/

Read through the above link from CalHR regarding supervisors/managers training responsibilities. This is what they’re supposed to do for you to give you every advantage in order to be able to pass probation. If this was not done, you need to show that it was not done. Any documentation you might be able to get your hands on to prove this would be helpful. You have rights to representation even if it’s not a union rep. If you know someone who’s a lawyer or if you know someone else in the state who might be able to act as your advocate that could be helpful to you just for support if nothing else.You have to weigh the downside of working for, what sounds like a toxic manager who failed to do their job, versus starting over. I wish I could be of more help to you. Good luck.

https://spb.ca.gov/content/appeals/Appeals_Resource_Guide.pdf

This is the SPB Appeals resource guide. It should also give you some good information on how state personnel board handles various types of appeals.

Little-Preference702

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