#WorkplaceIssues #ACproblems #HeatSafety #EmployeeRights
Hey everyone! So, I walked into work today and immediately knew something was wrong – the AC was out 😰. And with the scorching Arizona heat, that’s not a fun situation to be in.
But here’s the kicker – I have a medical condition that makes me super sensitive to heat, and I’m the only one working today. If I leave, the whole store has to close down. Talk about a tough spot to be in! 🥵
Can I actually get fired for prioritizing my health and safety in this situation? Is the risk of heatstroke worth staying? And what should I do now that the handyman is tied up with other stores?
Here are a few things to consider and my suggested solution:
– Check your employee handbook for any policies on working conditions and health concerns
– Communicate with your manager about your medical condition and the urgency of the situation
– If necessary, seek advice from a labor rights organization to understand your rights in this scenario
In my opinion, it’s always better to prioritize your health and well-being. Your safety should come first, no matter what. 💪 Stay safe, folks! 🌞 #StayCool #EmployeeSafety
>Can I be fired if I leave?
Almost certainly.
>What do yall reccomend?
Finding a job where the ambient air temperature doesn’t worsen your pre-existing neurological condition.
Well you may be eligible for FMLA for your condition, and OSHA does have some recommendations in regards to temperature and those are things you can look into
A lot of disability laws only kick in if you’ve formally requested accommodation. I’d recommend emailing your manager + HR if you have one. (You want this documented in text.) Tell them you’re formally requesting disability accommodation per the ADA for your neurological condition and ask what they need from you to process the request. Tell them you can’t be in temperature over x° for y minutes. You can also tell them that you can’t safely be in the store today because of the broken AC and your condition.
The thing is, you’re not protected by the ADA right now since you haven’t requested accommodation yet. There may be something else like OSHA that protects you. But if you’re going to leave anyway, it’s way better to put in the request before you walk away or as soon after as you can. Even if they want to fire you, it will give them pause because they don’t want to get sued.
But above all, protect your health and don’t stay if it’s going to hurt you.
Where do you work? Like the industry, not the specific store. It could be an OSHA thing if the temps get too high.
“Hey manager I’m feeling ill and need to go home, you need to find someone to manage the store”
From Google:
The Occupational Safety and Health Administration (OSHA) doesn’t have a specific standard for heat-related hazards in the workplace, but it does have some regulations. For example, OSHA’s General Duty Clause requires employers to provide a safe and healthy workplace free of recognized hazards that could cause serious physical harm or death to employees. This includes heat-related hazards.
OSHA has also issued a National Emphasis Program (NEP) on heat illness prevention that applies to all work sectors, but focuses on high-risk industries. This program requires indoor workplaces that reach 82°F or higher to comply with regulations around access to water, cool-down areas, acclimatization, and training.
OSHA also has the OSHA-NIOSH Heat Safety Tool App, which can help you find the current and forecasted heat index near your location. The app indicates hazard levels using the HI, with caution being less than 80°F HI, warning being 80°F to 94°F HI, and danger being 95°F HI or higher.
Should have raised concern, fought through the pain, passed out, taken to hospital, workers compensation claim, 6 months paid leave and big settlement.
> I called my manager and apparently all of our ACs in all of our stores went out yesterday
Because they turned them off to save money off of your suffering.
Ya bro I mean if I was the manager I’d fire you and say if you’re heat intolerant probably shouldn’t be walking to work in Arizona. Sad but that’s how most managers will think. Reasoning being that maybe 5 percent of people in your situation would have closed the store, so why would I keep you?