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The original was posted on /r/maliciouscompliance by /u/Eastwoodnorris on 2025-05-02 16:38:28+00:00.

Last summer, I got a new manager that I reported directly to at work. She had decades of good experience, but none as a manager of people, and it turns out she was awful at it. She was given about a month to learn the ropes before I was passed off from reporting to the director to her.

For that meeting, she mentioned that I needed to be on-site three days a week, clocking in on-site at my scheduled time. I had been coming in one or two times weekly for nearly 18 months, and often while clocking in at home. I also communicated that I had started going through some yet-to-be-diagnosed gut issues that made my mornings especially unpleasant.

Those details fell on deaf ears and I was told “Come in at your scheduled times or get an ADA exemption.” Well bitch, I’ll call that bluff. I started the ADA process. Within a matter of weeks, I had documented permission to clock in from home every day, at my personal discretion. Plus, a couple months later I was diagnosed with moderate to severe Ulcerative Colitis.

This manager (thankfully) didn’t want to be doing this job and left recently, after about 9 months. But I get to keep clocking at home every day until the heat death of the universe thanks to their callous attitude and general indifference to my discomfort. Lucky me.

Edit: To add a little context to elaborate since I communicated poorly in the title and didn’t clarify on the body. We were on a hybrid schedule which I was told by our director a year prior did not in fact require us to be in-person even one day a week, just on-site when necessary. I had been clocking in at home consistently and coming to the site as needed, which had not been an issue with my previous manager, or the director who I was directly reporting to for ~9 months while they were searching for a replacement. I worded the title poorly. I was not clocking in late, I was simply clocking in remotely and arriving on-site later in the day, commuting during ~20 minutes of what would have typically been lunch or break time. I was still working 8 hours and have been late a single-digit number of times in over 2.5 years in this position.

Getting an ADA exemption was more nebulous because my health concern was yet to be diagnosed. This manager was a micromanager with trust issues. I can appreciate that getting an ADA exemption was best for everyone, but they also were giving me absolutely no leeway or understanding without it. I wasn’t receiving a random, unspoken exemption before, and they weren’t just following policy. They were being a controlling ass.