Ther is no National law here so it will depend on your company. If there is FMLA, it is for medical and not custodial reasons and usually includes a doctor note.
Not all companies have the ability to have employees work from home. My daughter works for a large company and were one of the first to shut down at the beginning of COVID. It was months before they even considered trying to have employees work from home but this concept was new for them. My daughter still needed to go to the site a couple of days a week to do work that could not be done at home.
I know people who do work from home and its like having a job. They clock in and out and must produce a certain amount of work on a daily basis. Its just like working in the office but only in PJs.
Every State has different laws that Employers must abide by. It depends on how many employees too. There is the Family Leave law that they must abide by but I think that also depends on how many employees there are. And believe me, if they want to let you go, they will find a way. You may have care of a parent and they may be lenient in the time you take off but that time has to be made up and you have to keep up with your job. They are paying you to do a job and you must produce.
I would think that your HR should be able to tell you what proof you need to be able to work from home, if they have that capability.
I think it will depend on how your company responds to your requests. I certainly hope that you are able to make the necessary changes in your life to suit your needs.
Your HR should provide that info to you. At least on paper, your job is protected by several federal laws. I pulled this from Caring for Our Caregivers, a presentation by the Civil Rights Division of the Texas Workforce Commission (twc.texas.gov):
Chapter 21 of the Texas Labor Code • This is the primary state discrimination statute. Chapter 21 of the Texas Labor code essentially mirrors Title VII and the ADA/ADAAA. It is administered by the Texas Workforce Commission and applies to companies with 15 employees.
Americans with Disabilities Act (ADA) and Americans with Disabilities Act Amendments Act (ADAAA) • The ADAAA prohibits employers from discriminating against employees who need to care for a disabled family member. Discriminating against these caregivers can include firing, demoting, refusing certain projects, refusing raises, and other harassment and unfair treatment in retaliation for exercising their legal rights. • The employer will often claim the employee is not 100% committed to the job. However, the ADAAA prohibits employers from making employment decisions based on your need to be a caregiver for your disabled family member.
The Family and Medical Leave Act The FMLA is a federal statute that prohibits discrimination against employees who take leave under the statute.
----- Your employer should have some type of remote work policy in place.
I can say from experience that being able to work from home and be present for appointments and other things is a wonderful thing. I hope you can work remotely and get the support you need to work for your employer and your loved ones.
I know people who do work from home and its like having a job. They clock in and out and must produce a certain amount of work on a daily basis. Its just like working in the office but only in PJs.
Every State has different laws that Employers must abide by. It depends on how many employees too. There is the Family Leave law that they must abide by but I think that also depends on how many employees there are. And believe me, if they want to let you go, they will find a way. You may have care of a parent and they may be lenient in the time you take off but that time has to be made up and you have to keep up with your job. They are paying you to do a job and you must produce.
I would think that your HR should be able to tell you what proof you need to be able to work from home, if they have that capability.
Best of luck to you.
But will it suit your job?
If your job can done equally as well whether on location/inoffice etc or home - then maybe.. Ask them.
Chapter 21 of the Texas Labor Code
• This is the primary state discrimination statute. Chapter 21 of the Texas Labor code essentially mirrors Title VII and the ADA/ADAAA. It is administered by the Texas Workforce Commission and applies to companies with 15 employees.
Americans with Disabilities Act (ADA) and Americans with Disabilities Act Amendments Act (ADAAA)
• The ADAAA prohibits employers from discriminating against employees who need to care for a disabled family member. Discriminating against these caregivers can include firing, demoting, refusing certain projects, refusing raises, and other harassment and unfair treatment in retaliation for exercising their legal rights.
• The employer will often claim the employee is not 100% committed to the job. However, the ADAAA prohibits employers from making employment decisions based on your need to be a caregiver for your disabled family member.
The Family and Medical Leave Act
The FMLA is a federal statute that prohibits discrimination against employees who take leave under the statute.
-----
Your employer should have some type of remote work policy in place.
I can say from experience that being able to work from home and be present for appointments and other things is a wonderful thing. I hope you can work remotely and get the support you need to work for your employer and your loved ones.