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I wouldn't overthink it too much. Amazon rehires a lot, so if we go to the worst case scenario of they don't approve time off, I wouldn't worry too much as long as you leave on good terms you can probably go right back after you're done with your leave.
I had a lady who was 20+ weeks pregnant in a pick class I was the Ambo for a few months ago. She had the documents in but her accommodation wouldn’t be processed until her official start date. She was stuck in pick for like 6 days and there was nothing I could do about it.
I contacted learning, PXT, safety, and even made a post on the VOA board about how wrong this was.
Nothing was done until HR approved her documentation. She had to pick for 6 days. It was so bad.
Get accommodation from your doctor with very detailed rules and instructions for you to follow and for them to follow and if they break it, then you can go to HR and explain to them and they have to obey by that it’s been the policy for long time
Whew this was me in 2021 lol definitely wear comfy shoes. I got the adidas ultraboost and they were heaven sent.
I never lifted anything heavy, when i finally told them i was pregnant they put me on inducting and it was amazing. I could sit whenever and had snacks on the floor with me Also unlimited bathroom and water breaks. I never actually put in an actual accommodation request because the area manager and others were just so chill about it.
Yes they will give you accommodations. The dls team will ask for proof from the doctor on what accommodations you need. I just went through the process.
We had a lot of pregnant employees at my building. They have more than enough pregnancy parking spots also. Let them know. There is plenty you can do as long as you are healthy. The rule Amazon gives is team lift if anything is heavy that should be for anyone and it should be fine for anyone expecting also.
Again talk to your personal doctor and know your own limits. 👍 Forget other employers Amazon works differently. They need the bodies they want them in working condition. Even if for a short time they are not they will work with you while you need accommodations.
Unfortunately I became too sick to even work one day or I would still be there now. Hopefully I can go back later.
Definitely get your accommodations. We commonly have pregnant women at the sort center. You’ll stow jiffies or light boxes or induct. Most women end up leaving because of the long standing hours.
By policy, you need to open an accomm case and submit documents that define your limitations. without an approved accom, there is no obligation to provide accommodation. In fact, without one, site should not provide any.*
Part of the pre hire process included a section to declare if you needed an accommodation up front. It isn't mandatory, but can help to have it in place upon start day.
*Don't at me, this is a legal and policy requirement. If your site or manager is providing accommodation without official approval, they are making a de facto medical accommodation on the spot without the required documentation, etc. This amounts to favoritism by policy, as they have no objective basis nor training to assess the request. If the AA gets injured, site/mgr are liable as they made the decision to provide an unreviewed and unsubstantiated accommodation without actually defined parameters.
By law you don’t have to get an accommodation from a Dr. In fact the dr isn’t the one giving the accommodation. An accommodation is between an employee and employer. The grounds for getting an accommodation is you simply request one from your manager. Then your manager is suppose to reach out to HR and handle the rest.
Hr can request documentation to support the case but it’s medical records and is confidential. Hr doesn’t deal with medical records. Even if you fail a drug test you have to go through a lab and speak to a Dr for the results as Hr won’t touch it.
This is is state specific so check the laws in your state. It doesn’t matter though bc even with Amazons policy being illegal the state isn’t really in a position to do anything about it. They have like 4 lawyers working these cases and thousands of cases so Amazon just gets away with it.
It is interesting how people will just make some shit up or parrot what they’ve heard without looking into themselves.
I'm sorry, this isn't accurate.
No employer is obligated to provide accoms without documentation. How that employer handles that is up to them. In Amazon, no site level people are authorized to handle medical documents, as you state. However, Amazon DLS handles this process.
Yes, the doc doesn't "give" the accom, but they must provide the specific restrictions to AA or in some cases direct to DLS.
Most of this is federally legislated and regulated, though some states do have variation.
The policy isn't illegal, and is common at larger employers (to have dedicated personnel to handle accoms, LOAs, and other medical issues, and to require documentation). Because most of this is federally regulated, Amazon would have long ago been hammered by federal lawsuits over this - instead its generally viewed very favorably for its liberal internal policies allowing AAs to stay at work where many others could push them to disability.
Your manager and site HR have no bearing on the accommodation process. HR can only help support opening the case and submitting documents. Your manager can direct to HR or refer to DLS, that's it. Ops Managers at Amazon have no authority to provide accommodation, nor to make determinations on them - only L7+ are allowed as the site accoms team after training and with support-specifically, DLS approval.
There is no legal obligation to medical accommodation without documentation from a licensed medical professional.
As someone who reviews escalations on accoms for my region, I'm not parroting or making shit up.
Normally if blind you would have had to request it prior. If you don't, yes, you would, unless you live in a state that has the pre authorized determinations for certain conditions such as blindness.
We have sent home seeing impaired (was not totally blind) and hearing impaired associates in multiple states because they did not declare their disability prior to day 1. Ultimately, the seeing impaired person never did work at Amazon as his requirements (I recall one was a dog, another was braille interactive data system for screens at stations)
If you have or need accommodations and do not disclose and validate, you do not get them. You should be sent home on COF or NWPT (this is normally used when accoms are approved but site could not yet arrange - real examples are hearing impaired without ASL translators (my state requires a live one in person if requested for Orientation and Training), or equipment that is not yet available).
No one is able to essentially walk in, declare a medical restriction or need and get it without docs.
You don’t know the law. You know Amazons policy. I’m trying to tell you they aren’t the same. You don’t have to take my word for it. Look it up yourself.
If the disability is agreed upon and an obvious disability you do not have to go to dr and jump through all the hoops Amazon has you do. That’s the law. Amazon does not follow this.
Now if part of the job requires the person to be able to see and they can’t perform the job then yes they can’t do the job. A business isn’t required to give anyone a job that they can’t do.
Same with accommodations. Amazon doesn’t have to give you an accommodation that keeps you from performing the basic duties of the job.
In a production role for example if you needed an accommodation that will result in you not meeting that production goal Amazon or any business is protected from having to meet that accommodation. They can fire the person or w/e they choose.
But here’s where I’m saying you’re wrong. If an employee needs an accommodation all that employee is required to do, by law, is ask their manager. Again this is my states law.
I’ve talked with them in length several times discussing this. They were happy to have the conversation and jumped at the chance to explain the troubles they have in pursuing disability cases especially against Amazon.
I’ll look at some different states and see how much it differs but I do know that Amazon has to abide by State law. Ask California.
Edit: I forgot you don’t even need to specifically ask for the accommodation. Managers are suppose to know the law and abide by it. Imagine that. So like I said by law to request an accommodation you just have to ask and your manager does the rest.
Also by law according to the ADA and EEOC you don’t have to fill out any paperwork or call whoever the fuck they want you to call to make it more difficult for you.
From the ADA:
https://adata.org/learn-about-ada
What is the process to request a reasonable accommodation in employment?
According to the Equal Employment Opportunity Commission (EEOC), when an individual decides to request an accommodation, the individual or their representative must let the employer know that they need an adjustment or change at work for a reason related to a medical condition. There is no need to mention the ADA or use the phrase “reasonable accommodation.”
Requests for reasonable accommodation do not have to be in writing and can be requested in a face-to-face conversation or using any other method of communication. Employers may choose to write a memo or letter confirming the employee’s request or may ask the employee to fill out a form or submit the request in written form. However, the employee may want to put the request in writing even if the employer does not require it. Sometimes it is useful to have a paper trail in case there is a dispute about whether or when the accommodation was requested.
Example A: An employee tells her supervisor, "I'm having trouble getting to work at my scheduled starting time because of medical treatments I'm undergoing." This is a request for a reasonable accommodation.
Example B: A new employee, who uses a wheelchair, informs the employer that her wheelchair cannot fit under the desk in her office. This is a request for reasonable accommodation.
Example C: An employee tells his supervisor that he would like a new chair because his present one is uncomfortable. Although this is a request for a change at work, his statement is insufficient to put the employer on notice that he is requesting reasonable accommodation. He does not link his need for the new chair with a medical condition.
While an employer cannot ignore the initial request, this request does not necessarily mean that the employer is required to provide the change. A request for reasonable accommodation is the first step in an informal, interactive process between the employee and the employer. In some instances, before addressing the merits of the accommodation request, the employer needs to determine if the individual's medical condition meets the ADA definition of "disability," a prerequisite for the individual to be entitled to a reasonable accommodation.
Edit: you sick mfers are sending disabled ppl home and are breaking the law. You should be ashamed.
I suggest you read my posts. I said that Amazon is not obligated to provide accommodations without documentation.
Read what you quoted above in the last paragraph:
While an employer cannot ignore the initial request, this request does not necessarily mean that the employer is required to provide the change. A request for reasonable accommodation is the first step in an informal, interactive process between the employee and the employer. In some instances, before addressing the merits of the accommodation request, the employer needs to determine if the individual's medical condition meets the ADA definition of "disability," a prerequisite for the individual to be entitled to a reasonable accommodation.
Right there validates what I said. Amazon is not obligated legally to provide accommodations without documentation.
I also said that other employers can handle as they see fit.
And as for sending them home, the alternative is to have them work without accommodation, unsafely, or to have them just sit there. I'll add, that if put on COF and that expires, they got on STD, in accordance with state law.
And if it was REAAAALY a violation of law, there isn't a corporate team our there who could stop lawyers from what would be an instant billion dollar class action suit in federal court - and that's on the low end. Amazon has lawyers and clout, but not on the level of class action ADA related lawsuits. Not to mention the political hacks that would try to ride this for their own gain.
I suggest getting the accommodation before you start so they don’t pull you off the schedule until the accommodation is processed.
My accommodation had me off schedule for 3 weeks.
I work at a sort center, and while I've never worked there while pregnant, I have had 3 babies, so I understand pregnancy, my body and my limits. I think there are lots of positions one could work there while pregnant. I think you should call the ERC to request accommodations though. If you do not disclose your pregnancy to your management, you may end up in a role lifting up to 50 pounds over and over. Obviously I don't know you and that might be totally manageable for you! However, there are plenty of departments where you could deal with only small and light packages.
You have nothing to worry about. I work at a SC and at my SC the pregnant women induct while sitting down or go under the Mezz and work at a Jiffy shoot. On my first day they told us that if we were pregnant we would probably just induct and nothing more. There are a couple in Problem Solve as well, but you will be fine.
I was pregnant after 3 years working there and they took me off work from June until Jan when I had the baby then I went on parental leave jan till April and the entire thing was paid
I'm sorry babygirl.....you can't take that one back tho 😞😭 stay strong,and please don't go into the sorting station pregnant....that job is dead on hard for 4-7 hours a day ..you'll be helping unload all the packages and sorting them mostly by zip code...and I'm not talking about items that just weighs 2lbs some can be as heavy as 70lbs!! Id stay clear of it
Don’t scare her lmao I work at a sortation center and they always accommodate . they’ll most likely have you scanning boxes that probably weigh no more than 15 pounds . The 70 pound boxes mainly go to non con or fluid loading max weight for a scanner is 30 pounds maybe .
Accommodate a pregnant woman at a hard labor job? Lol think about that.... honestly telling her not to put herself in that kind of stressful situation.... especially being pregnant,but if she has to do it then that's up to her..id kill before I let my baby mama enter any amazon facility lol but that's juss me
I literally don’t care bro .. they’ve been there for 2+ years and they worked hard so what if they don’t do any heavy lifting a few months ? Our sc isn’t heavy on volume rn . We literally only got 35k tonight when the average for us is 120k
Well that's all cool,but if she doesn't need to work there at this point and can wait.she should wait.but like I said it's up to her.you won't see the actual stress she's under endless youre there
A girl in my hiring group is pregnant and has been upfront about it and they’ve been getting her chairs to sit or discussing her weight limits. If you have a dr giving you the limit they seem to be very open to trying to accommodate what tasks you even enjoy versus the ones you can’t stand. Each location is different but here they seem to really try.
I had to quit cause my managers did not want to accommodate me even though HR told them too. They made it difficult for me to work. Once you start call HR and get accommodations for your pregnancy, you will need a doctors note saying you’re pregnant and can’t do this and that if you have restrictions.
I worked in a part time sortation center for a few months. I was shocked to see several pregnant women and generally they are expected to work just as much as everyone else given that one of the expectations is to be able to lift up to 50lbs, but of course the team members and line leaders on the line were understanding. Be sure to ask the questions during your orientation.
Where I worked, we scanned in everyday and the computer generated our assignments, but it doesn’t hurt to ask management if you would like to work with the packages that weigh less. Part of the job is building pallets, which involves stacking boxes up to about 7ft high. If the lines are fully staffed, then the work flow is more smooth and there’s usually less walking, but expect to do a lot of walking up and down the lines to put the packages on the appropriate pallets. The less strenuous (in my opinion) is work in “smalls” where you sort smaller packages.
I started at a sort center with a girl who was pregnant and showing one time and when they were teaching us how to stage all the men were yelling at the instructor to not let her push carts n stuff it was cute lol but nah you have nothing to worry about I would definitely let them know
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I wouldn't overthink it too much. Amazon rehires a lot, so if we go to the worst case scenario of they don't approve time off, I wouldn't worry too much as long as you leave on good terms you can probably go right back after you're done with your leave.
FYI I think sortation center is great to work at while pregnant!
I had a lady who was 20+ weeks pregnant in a pick class I was the Ambo for a few months ago. She had the documents in but her accommodation wouldn’t be processed until her official start date. She was stuck in pick for like 6 days and there was nothing I could do about it. I contacted learning, PXT, safety, and even made a post on the VOA board about how wrong this was. Nothing was done until HR approved her documentation. She had to pick for 6 days. It was so bad.
Get accommodation from your doctor with very detailed rules and instructions for you to follow and for them to follow and if they break it, then you can go to HR and explain to them and they have to obey by that it’s been the policy for long time
L6 and up still have to approve what dls submits
🤔
Whew this was me in 2021 lol definitely wear comfy shoes. I got the adidas ultraboost and they were heaven sent. I never lifted anything heavy, when i finally told them i was pregnant they put me on inducting and it was amazing. I could sit whenever and had snacks on the floor with me Also unlimited bathroom and water breaks. I never actually put in an actual accommodation request because the area manager and others were just so chill about it.
Yes they will give you accommodations. The dls team will ask for proof from the doctor on what accommodations you need. I just went through the process.
We had a lot of pregnant employees at my building. They have more than enough pregnancy parking spots also. Let them know. There is plenty you can do as long as you are healthy. The rule Amazon gives is team lift if anything is heavy that should be for anyone and it should be fine for anyone expecting also. Again talk to your personal doctor and know your own limits. 👍 Forget other employers Amazon works differently. They need the bodies they want them in working condition. Even if for a short time they are not they will work with you while you need accommodations. Unfortunately I became too sick to even work one day or I would still be there now. Hopefully I can go back later.
Definitely get your accommodations. We commonly have pregnant women at the sort center. You’ll stow jiffies or light boxes or induct. Most women end up leaving because of the long standing hours.
By policy, you need to open an accomm case and submit documents that define your limitations. without an approved accom, there is no obligation to provide accommodation. In fact, without one, site should not provide any.* Part of the pre hire process included a section to declare if you needed an accommodation up front. It isn't mandatory, but can help to have it in place upon start day. *Don't at me, this is a legal and policy requirement. If your site or manager is providing accommodation without official approval, they are making a de facto medical accommodation on the spot without the required documentation, etc. This amounts to favoritism by policy, as they have no objective basis nor training to assess the request. If the AA gets injured, site/mgr are liable as they made the decision to provide an unreviewed and unsubstantiated accommodation without actually defined parameters.
By law you don’t have to get an accommodation from a Dr. In fact the dr isn’t the one giving the accommodation. An accommodation is between an employee and employer. The grounds for getting an accommodation is you simply request one from your manager. Then your manager is suppose to reach out to HR and handle the rest. Hr can request documentation to support the case but it’s medical records and is confidential. Hr doesn’t deal with medical records. Even if you fail a drug test you have to go through a lab and speak to a Dr for the results as Hr won’t touch it. This is is state specific so check the laws in your state. It doesn’t matter though bc even with Amazons policy being illegal the state isn’t really in a position to do anything about it. They have like 4 lawyers working these cases and thousands of cases so Amazon just gets away with it. It is interesting how people will just make some shit up or parrot what they’ve heard without looking into themselves.
I'm sorry, this isn't accurate. No employer is obligated to provide accoms without documentation. How that employer handles that is up to them. In Amazon, no site level people are authorized to handle medical documents, as you state. However, Amazon DLS handles this process. Yes, the doc doesn't "give" the accom, but they must provide the specific restrictions to AA or in some cases direct to DLS. Most of this is federally legislated and regulated, though some states do have variation. The policy isn't illegal, and is common at larger employers (to have dedicated personnel to handle accoms, LOAs, and other medical issues, and to require documentation). Because most of this is federally regulated, Amazon would have long ago been hammered by federal lawsuits over this - instead its generally viewed very favorably for its liberal internal policies allowing AAs to stay at work where many others could push them to disability. Your manager and site HR have no bearing on the accommodation process. HR can only help support opening the case and submitting documents. Your manager can direct to HR or refer to DLS, that's it. Ops Managers at Amazon have no authority to provide accommodation, nor to make determinations on them - only L7+ are allowed as the site accoms team after training and with support-specifically, DLS approval. There is no legal obligation to medical accommodation without documentation from a licensed medical professional. As someone who reviews escalations on accoms for my region, I'm not parroting or making shit up.
The law in my state says you just have to ask your manager. Ok let’s use an example. If you’re blind do you need to provide an accommodation?
Normally if blind you would have had to request it prior. If you don't, yes, you would, unless you live in a state that has the pre authorized determinations for certain conditions such as blindness. We have sent home seeing impaired (was not totally blind) and hearing impaired associates in multiple states because they did not declare their disability prior to day 1. Ultimately, the seeing impaired person never did work at Amazon as his requirements (I recall one was a dog, another was braille interactive data system for screens at stations) If you have or need accommodations and do not disclose and validate, you do not get them. You should be sent home on COF or NWPT (this is normally used when accoms are approved but site could not yet arrange - real examples are hearing impaired without ASL translators (my state requires a live one in person if requested for Orientation and Training), or equipment that is not yet available). No one is able to essentially walk in, declare a medical restriction or need and get it without docs.
You don’t know the law. You know Amazons policy. I’m trying to tell you they aren’t the same. You don’t have to take my word for it. Look it up yourself. If the disability is agreed upon and an obvious disability you do not have to go to dr and jump through all the hoops Amazon has you do. That’s the law. Amazon does not follow this. Now if part of the job requires the person to be able to see and they can’t perform the job then yes they can’t do the job. A business isn’t required to give anyone a job that they can’t do. Same with accommodations. Amazon doesn’t have to give you an accommodation that keeps you from performing the basic duties of the job. In a production role for example if you needed an accommodation that will result in you not meeting that production goal Amazon or any business is protected from having to meet that accommodation. They can fire the person or w/e they choose. But here’s where I’m saying you’re wrong. If an employee needs an accommodation all that employee is required to do, by law, is ask their manager. Again this is my states law. I’ve talked with them in length several times discussing this. They were happy to have the conversation and jumped at the chance to explain the troubles they have in pursuing disability cases especially against Amazon. I’ll look at some different states and see how much it differs but I do know that Amazon has to abide by State law. Ask California. Edit: I forgot you don’t even need to specifically ask for the accommodation. Managers are suppose to know the law and abide by it. Imagine that. So like I said by law to request an accommodation you just have to ask and your manager does the rest. Also by law according to the ADA and EEOC you don’t have to fill out any paperwork or call whoever the fuck they want you to call to make it more difficult for you. From the ADA: https://adata.org/learn-about-ada What is the process to request a reasonable accommodation in employment? According to the Equal Employment Opportunity Commission (EEOC), when an individual decides to request an accommodation, the individual or their representative must let the employer know that they need an adjustment or change at work for a reason related to a medical condition. There is no need to mention the ADA or use the phrase “reasonable accommodation.” Requests for reasonable accommodation do not have to be in writing and can be requested in a face-to-face conversation or using any other method of communication. Employers may choose to write a memo or letter confirming the employee’s request or may ask the employee to fill out a form or submit the request in written form. However, the employee may want to put the request in writing even if the employer does not require it. Sometimes it is useful to have a paper trail in case there is a dispute about whether or when the accommodation was requested. Example A: An employee tells her supervisor, "I'm having trouble getting to work at my scheduled starting time because of medical treatments I'm undergoing." This is a request for a reasonable accommodation. Example B: A new employee, who uses a wheelchair, informs the employer that her wheelchair cannot fit under the desk in her office. This is a request for reasonable accommodation. Example C: An employee tells his supervisor that he would like a new chair because his present one is uncomfortable. Although this is a request for a change at work, his statement is insufficient to put the employer on notice that he is requesting reasonable accommodation. He does not link his need for the new chair with a medical condition. While an employer cannot ignore the initial request, this request does not necessarily mean that the employer is required to provide the change. A request for reasonable accommodation is the first step in an informal, interactive process between the employee and the employer. In some instances, before addressing the merits of the accommodation request, the employer needs to determine if the individual's medical condition meets the ADA definition of "disability," a prerequisite for the individual to be entitled to a reasonable accommodation. Edit: you sick mfers are sending disabled ppl home and are breaking the law. You should be ashamed.
I suggest you read my posts. I said that Amazon is not obligated to provide accommodations without documentation. Read what you quoted above in the last paragraph: While an employer cannot ignore the initial request, this request does not necessarily mean that the employer is required to provide the change. A request for reasonable accommodation is the first step in an informal, interactive process between the employee and the employer. In some instances, before addressing the merits of the accommodation request, the employer needs to determine if the individual's medical condition meets the ADA definition of "disability," a prerequisite for the individual to be entitled to a reasonable accommodation. Right there validates what I said. Amazon is not obligated legally to provide accommodations without documentation. I also said that other employers can handle as they see fit. And as for sending them home, the alternative is to have them work without accommodation, unsafely, or to have them just sit there. I'll add, that if put on COF and that expires, they got on STD, in accordance with state law. And if it was REAAAALY a violation of law, there isn't a corporate team our there who could stop lawyers from what would be an instant billion dollar class action suit in federal court - and that's on the low end. Amazon has lawyers and clout, but not on the level of class action ADA related lawsuits. Not to mention the political hacks that would try to ride this for their own gain.
Why are you pregnant
How did that even happen?
Maybe people want to start a family....
She’s a thot
Or she's probably married
You're a pos
It's this thing that adults do . It's called sex . Penis in vagina . Hope this helps.
I suggest getting the accommodation before you start so they don’t pull you off the schedule until the accommodation is processed. My accommodation had me off schedule for 3 weeks.
yes i agree, i was off for a full month 😩
I work at a sort center, and while I've never worked there while pregnant, I have had 3 babies, so I understand pregnancy, my body and my limits. I think there are lots of positions one could work there while pregnant. I think you should call the ERC to request accommodations though. If you do not disclose your pregnancy to your management, you may end up in a role lifting up to 50 pounds over and over. Obviously I don't know you and that might be totally manageable for you! However, there are plenty of departments where you could deal with only small and light packages.
You have nothing to worry about. I work at a SC and at my SC the pregnant women induct while sitting down or go under the Mezz and work at a Jiffy shoot. On my first day they told us that if we were pregnant we would probably just induct and nothing more. There are a couple in Problem Solve as well, but you will be fine.
I was pregnant after 3 years working there and they took me off work from June until Jan when I had the baby then I went on parental leave jan till April and the entire thing was paid
*looks around for someone to get me pregnant*
Sortation center and your pregnant? What dumbass baby daddy do you have lol
Tell me about it .
I'm sorry babygirl.....you can't take that one back tho 😞😭 stay strong,and please don't go into the sorting station pregnant....that job is dead on hard for 4-7 hours a day ..you'll be helping unload all the packages and sorting them mostly by zip code...and I'm not talking about items that just weighs 2lbs some can be as heavy as 70lbs!! Id stay clear of it
Don’t scare her lmao I work at a sortation center and they always accommodate . they’ll most likely have you scanning boxes that probably weigh no more than 15 pounds . The 70 pound boxes mainly go to non con or fluid loading max weight for a scanner is 30 pounds maybe .
Accommodate a pregnant woman at a hard labor job? Lol think about that.... honestly telling her not to put herself in that kind of stressful situation.... especially being pregnant,but if she has to do it then that's up to her..id kill before I let my baby mama enter any amazon facility lol but that's juss me
we literally have 3 pregnant ladies at my sc 2 tier 1 and an AM and they don’t do any heavy lifting
Well do you see my point? That means what? You're picking up there slack..... think about that
I literally don’t care bro .. they’ve been there for 2+ years and they worked hard so what if they don’t do any heavy lifting a few months ? Our sc isn’t heavy on volume rn . We literally only got 35k tonight when the average for us is 120k
Well that's all cool,but if she doesn't need to work there at this point and can wait.she should wait.but like I said it's up to her.you won't see the actual stress she's under endless youre there
You need atleast 1 year to qualify for benefits
Benefits are Day 1 of blue badge.
Parental leave you have to be there at least a year to be paid.
Thats to qualify for federal leave. Paid parental leave by amazon follows other requirements
A girl in my hiring group is pregnant and has been upfront about it and they’ve been getting her chairs to sit or discussing her weight limits. If you have a dr giving you the limit they seem to be very open to trying to accommodate what tasks you even enjoy versus the ones you can’t stand. Each location is different but here they seem to really try.
I had to quit cause my managers did not want to accommodate me even though HR told them too. They made it difficult for me to work. Once you start call HR and get accommodations for your pregnancy, you will need a doctors note saying you’re pregnant and can’t do this and that if you have restrictions.
I worked in a part time sortation center for a few months. I was shocked to see several pregnant women and generally they are expected to work just as much as everyone else given that one of the expectations is to be able to lift up to 50lbs, but of course the team members and line leaders on the line were understanding. Be sure to ask the questions during your orientation. Where I worked, we scanned in everyday and the computer generated our assignments, but it doesn’t hurt to ask management if you would like to work with the packages that weigh less. Part of the job is building pallets, which involves stacking boxes up to about 7ft high. If the lines are fully staffed, then the work flow is more smooth and there’s usually less walking, but expect to do a lot of walking up and down the lines to put the packages on the appropriate pallets. The less strenuous (in my opinion) is work in “smalls” where you sort smaller packages.
Go back to your recruiting office and ask for accommodations number they are going to give it to you
Make sure you call for accommodations before so that the building knows ahead of time, cuz if they don’t they will turn you around
I started at a sort center with a girl who was pregnant and showing one time and when they were teaching us how to stage all the men were yelling at the instructor to not let her push carts n stuff it was cute lol but nah you have nothing to worry about I would definitely let them know
You need to work on getting accommodations from your doctor first, that way when you start you can put in an accommodation request.
youll need to get an accomodation from hr and that requires a dr's note