While all of us are irritated by sensory distractions at the office, like burned-popcorn smell or super-loud typing, the workplace can make some people go into sensory overload — so today we're talking about how to deal with sensory issues at work. While it's a happy accident that we're sharing this post during Disability Pride Month (we're admittedly not quite that organized), it's a great reminder to be aware of the invisible disabilities that affect millions of people.

Some of the advice and products we're featuring today — especially the tips on “sensory-supportive” work environments and employer accommodations — can help people with ADHD, autism, sensory processing disorder, migraine, misophonia, and even folks in recovery from concussion or TBI. However, this info can benefit people without a formal diagnosis or condition, too.

While neurodivergence is represented on Team Corporette (and among a couple of our family members), we also reached out to an expert. Dr. Nicole Villegas, OTD, OTR/L, founder of The Institute for Sensory Conscious Living in Portland, OR, answered our questions via email. Her input can help both readers with sensory issues and managers trying to accommodate their employees. (This interview has been edited for length and clarity.)

What to Know About Sensory Issues at Work

Corporette: Do you have products to recommend that can make an office more sensory-friendly?

Dr. Villegas: Although I don't currently endorse specific products, here's some guidance:

Sensory-supportive environments aren't “one size fits all,” because our personal experience shapes how we engage in the space. Keep adjustability and adaptation in mind if you're looking for products to make the office more sensory-supportive. Take vision and lighting needs, for example. The office may already have adjustable lighting features like blinds on the windows, and adding smart light bulbs to workspace lamps can make the lighting even more adaptable to individual needs.

Sometimes creating a sensory-supportive environment means removing input rather than adding to it. This can look like turning the volume down on office-wide music, or decreasing visual clutter in shared workspaces.

Employers I've worked with have been surprised to learn how much their clothing, hair, or tech-use policies prevent their employees from creating a more sensory-supportive work environment. These policies may be implicit or explicitly enforced. Consider whether rules about wearing hats, sunglasses, earplugs, and “professional” attire or hairstyles impact you or your team.

{related: executive functioning tips and tricks}

Can You Get Your Employer to Pay for Sensory-Friendly Accommodations?

Corporette: Under what conditions can someone get their employer to pay for items like these — and to make other sensory accommodations? Do you have to be diagnosed as having a disability?

Whether modifications are provided by employers through reasonable accommodations per the ADA or individual requests without a documented disability, the goal is to help overcome barriers and improve access in the workplace. This shared goal can help ground communication between the employer and the employee.

[This communication] can include a shared goal to improve your work experience and performance, an openness to consider options to address the barriers, and a willingness to problem-solve over time.

“Reasonable accommodations” are covered under the [ADA] and require a documented disability. While some of my clients successfully go through the process of requesting reasonable accommodations through ADA provisions without employer pushback, others have distressing experiences that exacerbate [their] challenges … . In my experience, employees with barriers that are not visible … are more likely to experience slower resolution to their requests.

{related: should you tell your colleagues that you're autistic?}

Corporette: What strategies do you suggest regarding requesting accommodations — for example, getting your employer to approve a hybrid or WFH arrangement for sensory-related reasons if employees are required to be at the office every day?

This is where communication and self-advocacy come in.

1. When approaching your employer, highlight your shared goals and speak to how your hybrid schedule or working from home will help you to meet those goals.

2. Acknowledge the resources that each of you have (time, funding, expertise, contributions).

3. Map out a plan that meets your needs, and include check-ins over time.

4. An occupational therapist, a coach, or legal representative who specializes in workplace accommodations or self-advocacy may be helpful resources for this process.

{related: medications and your job: business etiquette tips for going off your meds}

Some of the Best Products to Deal with Sensory Issues at Work

Our recommendations come from a few sources: The experiences of a family member who is autistic, the experiences of an autistic friend of mine, and a Facebook group for neurodivergent alums of my alma mater.

These items can help not only in an office environment (especially in an open-plan workplace!), but also in a home office, too. Please share your own recs in the comments!

Flare Calmer Earplugs

Flare's Calmer “earplug alternatives“ are recommended by many folks who are especially sensitive to certain sounds.

Made from hollow silicone for comfort (no latex, in case you're allergic), Calmer doesn't block sound but instead reduces trigger noises, e.g., traffic sounds, electronic buzzing, the sounds of people eating/chewing, commuting noises) while keeping the general environmental sounding “natural.” Flare explains, “Calmer reduces resonance (distortion) by using a tiny waveguide to reflect sound into our ear which bypasses the effect of the Concha.”

One member of the Facebook group I mentioned above said they're “total meltdown prevention” and noted, “My life is better when I have less to process, and I can certainly do better work that way!”

These earplugs are available at Amazon; if you buy them directly from Flare (£19.95), you get a 100-day return policy (and free shipping as well). The options available (in addition to Mini) are Soft, Secure, Kids, and Pro. A mesh carrying pouch is included.

Loop Engage Plus Earplugs

Loop has a thorough quiz on their website that helps you pick the right earplugs for you. Pictured is Loop Engage Plus, which reduces and filters noise up to 16 dB and “takes the edge off” sounds. The included Loop Mute accessory provides an extra 5 dB of noise reduction, and sizing is versatile, because each pair includes four interchangeable ear tip sizes.

Regarding sensory issues, the company notes, “From helping [people] tune out triggering sounds in social settings without feeling so distant to helping them focus at work, Loop earplugs help people with ADHD, autism, misophonia and more…”

Reviewers have shared comments like “As someone who is autistic and neurodivergent it makes a huge difference to be able to cut down the amount of stimuli I take in,” and “I'm Autistic and these are life changing for my sensory issues.

Loop earplugs are available at Amazon, including the Engage Plus; this model is sold at Loop Earplugs for $44.95 with 100-day free returns.

Note: With earbuds, it largely depends on the individual, and it may take some trial and error. If Calmer doesn't work for you, for example, try Loop, dBud, noise-canceling headphones, etc. — or a pricier but effective alternative, AirPods. (I don't have a particular sensitivity to sound, but I'm so impressed by their noise-canceling mode.)

Lepro Desk Lamp

If your office has harsh fluorescent lights — and you can't escape them by moving to a different office or cubicle — a desk lamp can provide more gentle lighting. Even adding a desk lamp to existing light sources can help by creating layered lighting.

Look for a lamp that offers adjustable brightness levels and different color temperatures, and play around with the settings to find the combo you like. This one from Lepro, pictured, has five dimmer levels and three color modes (and is eligible for free returns).

On the higher end (for your home office), many autistic folks (like this person) recommend Philips Hue smart lighting, which has three light ranges: soft white light, warm-to-cool white light, and white and colored light. Specific technical details, as textbook authors say, are “beyond the scope of this book,” er, blog. Check philips-hue.com for more info.)

Two additional strategies (1) Some people bothered by fluorescent lights cover them with fabric or with thin covers like these filters from Octo Lights. (Of course, you'll have to check if your employer allows this.) (2) FL-14 tinted eyeglasses (like these at Amazon) were developed to ease people's eye discomfort from fluorescent light, and often help people who are especially sensitive to light for various reasons, including migraine. (If you wear prescription glasses, ask your ophthalmologist about your options here.)

Some neurodivergent people have even noted that blue light glasses really help them with light sensitivities!

Venty Wireless Desk Fan

If you don't have the common summertime dilemma regarding your office feeling like the inside of a refrigerator, a fan can make a big difference in your comfort — and in turn, your concentration. In some of my office jobs, I ran my desk fan pretty frequently. I bought a basic model (this one, which is still going strong a decade later), while today, you can get inexpensive desk fans (like this one) that charge via USB.

If a small fan like that won't cut it (the top speed on my old one is kinda sad), I recommend the fan pictured above, which my son uses at home. Going far beyond a basic desk fan, this foldable, wireless model has a battery that lasts up to two days (and charges via USB), plus a little remote. It has four speeds (plus lights, which you can turn off) and has a maximum height of three feet. You can even charge your devices with it. At just over 2.5 pounds, it's easily portable, and it even has a travel case. Granted, it's four to five times the price of basic desk fans, but if a basic option won't cut it, here's your fan!

Note: If you want a fan to do double duty — cooling and providing white noise — it's probably better to get a cheap one that doesn't boast that it's silent.

Levoit Air Purifier

You might not think of an air purifier as something that can contribute to a sensory-supportive office environment, but certain models can not only reduce distracting odors but also generate white noise. (Note that some models promise almost zero noise.)

If you want your air purifier to go beyond improving general air quality and also tackle office odors, get one with a carbon air filter, because HEPA filters alone aren't effective at tackling smells. A pricier option is a Molekule air purifier, which uses technology called PECO (photo electrochemical oxidation) to fight odors. Unfortunately, the brand's two models are $359.99 (mini) and, ahem, $1,014.99 (full size). (Remember, no matter what product you buy, you'll have to regularly pay for replacement filters.)

A more affordable option is the pictured air purifier from Levoit. It's designed for homes with pets, but for a pet-free office, I'd certainly trust something designed for pesky pet odors. (Plus, it's earned a 4.7 out of 5.0 stars at Amazon from 99,000+ ratings!) This model has an activated carbon filter and can handle about 200 sq. ft of space — so it should be adequate for a typical office.

Fidget Objects and Toys

You have a lot of options in this category — perfect for fidgeting during video calls and so on. Proprioceptive input can really help.

Companies like Rubbabu make textured ball toys for sensory input. Rubbabu's are made (through ethical production) from 97% rubber foam, are free from fillers and chemicals, and are anti-microbial, hypoallergenic, and mildew-resistant. While they're marketed to kids, they're helpful for anyone (although admittedly, they're pricey).

The pictured assortment is available at Amazon; Rubbabu.com has a bigger assortment of balls (heh).

Other helpful fidgets are fidget cubes (my son likes them), Greek worry beads (komboloi, a classic; available at Amazon, and tons at Etsy), mesh/marble fidgets (I like them), the ubiquitous Pop-Its (satisfying!), polished stones (check your local science museum!), and spinner rings (as in rings to wear).

{related: better ergonomics at the office: what products have you tried and loved?}

More Products to Help with Sensory Overload at Work

I recently talked to the autistic friend I mentioned above, and she sent me a TON of recommendations to share with readers. She added, “Just generally making sure you know what is and is not helpful for you to help narrow the list down is key.” (Before buying an item, or requesting that your employer provide a particular product, see if you can borrow something similar from a friend or relative.) In addition to the products below, she suggested setting your laptop display to “night mode” so the colors are warmer, and if possible, working in a conference room with the lights off.

The products are almost all my friend's specific recs; we've linked to examples for the ones she didn't provide links for.

1. Gaiam acupressure mat: “also comes in a smaller mat/seat cushion, and neck pillow”

2. Octorox spiky massage balls: “good sensory input for your feet”

3. Guohaoi weighted blanket: “I have no idea if this is good or not, but it’s in my wish list.” (We've previously recommended ones from Amazon, Brookstone and Magic Weighted Blanket.)

4. Octorox Spiky Massage Balls: “good sensory input for your feet”

5. EverRest foot rest: “I cant speak to the lumbar support since I don’t have it, but this is the foot rest I use.”

6. Loft ponte pull-on pants: “[This] stretchy material is HEAVENLY.” (Note that these pants are on sale and selling out quickly, but Universal Standard offers pull-on ponte pants in three colors in a wide size range for $98.)

7. Xumbtvs coffee sleeves: “For people who don’t like wet hands but get iced coffees (but also they’re just great for anyone)”

8. ONO fidget roller: “I’ve heard good things about these fidgets.”

9. Compression clothing: “Wear compression clothing UNDER work clothes, like compression shorts under dresses, compression tanks under shirts, etc.” [ex. Athleta shorts, Girlfriend Collective tank].

10. Under-desk bike pedals, ellipticals, or treadmills [ex. Vaunn under-desk pedal]

11. Neck fans/neck heaters: “They look kind of like headphones that someone took off to rest on their neck.” [ex. AMACOOL]

{related: how to manage ADHD in the workplace}

Other Tips for Handling Sensory Issues at Work

1. This Twitter thread from 2022 has a ton of “easy, stand-alone autism hacks” that can help anyone with sensory sensitivities — for work and beyond. One example: Use detergent designed for wool (like this one) to keep your workwear (and WFH wear) feeling soft.

2. Chew gum.

3. Wear sunglasses indoors (or try blue light glasses!)

4. Use a white noise machine, white noise app, or Spotify playlist (or this constant brown noise on Spotify, which I'm using as I write this.

Readers, do you have tips to share for handling sensory issues at work (whether or not you have a related diagnosis)? What products have helped you, and how has your employer accommodated your needs, if at all?

Stock photo via Deposit Photos.

The post How to Deal with Sensory Issues at Work appeared first on Corporette.com.

What is the “right way” to take a mental health day? I've seen a LOT in popular media lately that I'm having kneejerk reactions to as NOPE, but I'm not sure the “old” way to take a mental health day is correct either. So let's discuss.

To back up a bit: we already discussed generational divides in the workplace and the recent NYT story, “38-Year-Olds are Afraid of their 23-Year-Old Employees.” But one quote from the story, I think, deserves its own post:

Ali Kriegsman, 30, co-founder of the retail technology business Bulletin, wasn’t sure, in the past, how to respond when her Gen Z employees insisted on taking days off for menstrual cramps or mental health: “Hey I woke up and I’m not in a good place mentally,” went the typical text message. “I’m not going to come in today.” Instinctively Ms. Kriegsman wanted to applaud their efforts to prioritize well being — but she also knew their paid time off could undercut business.

I had a visceral reaction to reading that. I've felt those emotions myself (overwhelmed, anxious, depressed), but I still feel like that's not the way you take a “mental health day.”

I also saw a Facebook meme that said, “I want us to normalize ‘I cannot work today because I am not in the mental space to engage with others' and that be okay.” Which — yeah! As a person with feelings I totally agree with that. BUT… society (and most businesses) just do not run that way.

In my day (I'm a Xennial born in 1977), if you weren't in the mental space to engage with others, you called in sick with a vague ailment and worked from home that day. If you had to go in because Reasons, you put on your resting bitch face, shut the door to your office if you needed to, and played Solitaire on the computer until you had to do something for real.

It looks like back in 2018, Alison at Ask a Manager would have agreed with me:

With “mental health days” — meaning a day that you take off to relieve stress/avoid burnout or when you just can’t face the world — say that you’re “under the weather” or “a bit ill.” You can’t really call up and say, “I can’t bear the thought of coming into work today,” but you also shouldn’t make up a hacking cough. It's fine to just be vague. (In fact, it’s fine to be vague even when you have an actual sickness like the flu or horrific diarrhea or whatever. Decent managers will accept “I’m sick today and won’t be in” rather than expecting or even wanting a detailed list of your symptoms.)

Just since 2018, though, I feel like there's been a lot of movement in this space, particularly with noteworthy people normalizing the concept of being proactive about you mental health. Simone Biles, Naomi Osaka, and other celebrities have recently made headlines for advocating for mental health awareness, for example.

If you think you're going to need a lot of mental health days, it might be worth looking into workplace accommodations, which may be available for “psychiatric disabilities.” (Verywell Mind has a list of those disabilities.) Here's some further reading on it from the U.S. Department of Labor — it lists accommodations (such as sick leave, more breaks), modifications (private offices, room dividers), equipment requests (white noise, organizer programs), job duties (removal of non-essential job duties, division of large assignments into smaller tasks and goals), and management accommodations (positive reinforcement, more frequent meetings, additional forms of communication), etc.

So I guess these are my tips:

The Right Way to Take a Mental Health Day

1. If it's last minute and unplanned, call in sick with a vague ailment (“I'm not feeling well today” works!) and promise to do what you need to from home. (This may mean check your email every 4 hours or so to make sure balls aren't dropped and urgent questions are forwarded to someone else.)
2. If you anticipate that you'll need frequent mental health days, seek accommodations and modifications pursuant to the Department of Labor's list above. (Or, as commenters have noted, just schedule a PTO day off.)

(Obviously, if it's planned vacation or other anticipated leave (e.g., maternity, surgery, etc) then set your out of office email and enjoy whatever time off means for your office — in some offices that still means checking email once a week or so, so know your office.)

Readers, what say you — what is the right way to take a mental health day? If you've taken a mental health day at work, what was your technique? If you manage people, what have you seen others doing that strikes you as the “right way” to take a mental health day?

Stock photo via Stencil.

The post The Right Way to Take a Mental Health Day appeared first on Corporette.com.

If you're doing well in your job, but your supervisor and coworkers don't know that you're autistic, should you tell them? Should you let them know when you interview, when you start work, or only if you need specific accommodations and/or if problems arise? We recently heard from an autistic lawyer who is trying to make that decision:

Reader M asks:

I've been recently diagnosed as being on the autism spectrum. It's not a huge surprise, an assessment was begun when I was a child and discontinued because my parents were concerned about me being labeled. Now, before my diagnosis I skipped three grades, entered law school young enough that I was the youngest woman there for all three years, did incredibly well at my bar exam, and have been successfully employed. Should I go public with my diagnosis? What could go wrong?

This is a really interesting question. We haven't talked about autism before, but we recently discussed how to manage ADHD in the workplace (incidentally, up to 50% of people with autism show signs of ADHD), and we've also shared advice on disclosing other personal/medical information at work, such as how to announce your pregnancy at work, as well as tips for handling frequent doctors' appointments and making time for therapy.

Note to readers: Some people on the autism spectrum prefer being referred to as “a person with autism,” while many identify themselves as “an autistic person.” (This is framed as person-first vs. identity-first language.) We don't know what Reader M prefers, so we're using both.

For readers who don't know a lot about autism, here are a few facts to frame the conversation about ASD and the office:

• The term “Asperger's syndrome,” once used to refer to people with “high-functioning” autism (although the “high”/”low” binary is not ideal), was rolled into the general diagnosis of “autism spectrum disorder” (ASD) in 2013 (not without controversy).
• Each person on the spectrum has different skills and challenges, as this comic and color wheel by Rebecca Burgess illustrates. As the saying goes, “If you’ve met one person with autism … you’ve met one person with autism.” Not all autistic people “think in pictures” like Temple Grandin; not all are great at holding thousands of line of code in their head like the Silicon Valley programmers Steve Silberman writes about; and not all act like Sheldon from The Big Bang Theory or Raymond from Rain Man.
• Autism can present differently in girls and women, which often leads to misdiagnosis, missed diagnosis, and/or late diagnosis. Also, women are generally more successful than men at camouflaging signs of autism.
• The most recent CDC report on autism among children estimates that 1 in 59 had a diagnosis of autism by age 8, and studies have found that between 1% and 2% of adults are autistic (in North America, Europe, and Asia).

We sought advice from the Autistic Self Advocacy Network, which “seeks to advance the principles of the disability rights movement with regard to autism,” and certified coach Barbara Bissonnette, who offers career development, job coaching, and workplace advocacy for people with Asperger's through Forward Motion Coaching.

Before we share advice from ASAN, we'll pass on their personal message to Reader M: “Congratulations on learning more about yourself, and for reaching out. We’re glad to know you’re part of our world.” (As their email response was a joint effort, we aren't attributing their quotes to a single person.) Here is their input:

Realize that being openly autistic at work can have an impact beyond your own experience. “[It] can also help make your workplace more welcoming for autistic and disabled employees who come after you. … [Y]ou can challenge people’s preconceived ideas and make your field more accepting,” say the folks at ASAN.

Still, consider the risks: “People can change the way they see you, or start looking at you through a stereotypical lens,” says ASAN. “Sometimes, if the way they treat you differently is subtle, it can be hard to prove that they are discriminating against you or make them stop.” (Ed. Note: See this recent Ask a Manager post.)

Know that your experience may be a mixed bag: “We know autistic lawyers who are successfully practicing in their fields (we have a couple working here at ASAN!). We have also heard about autistic people being discriminated against in law — for example, an employer limiting an autistic lawyer’s access to clients after learning about their disability.”

Do some research specific to your field: “We aren’t aware of any states which would not let you be admitted to the bar because of an autism diagnosis, but it is a good idea to check your state’s bar questions to be sure. It might also be helpful to check out the ABA's Commission on Disability Rights, which has a disabled attorney mentoring program.”

Remember, it's all up to you. “[D]isclosing your disability at work is a personal decision, and it is yours alone to make,” says ASAN.

Here are some of Barbara Bissonnette's tips for Reader M on whether she should tell her colleagues that she's autistic:

Learn how the Americans with Disabilities Act (ADA) protects you — and your employer. Your employer must make “reasonable accommodations for qualified employees who disclose,” says Bissonnette, who adds, “the modification cannot cause an undue hardship to the employer.”

Make a list of the challenges you face at work and be proactive by requesting accommodations. “Make sure that your list does not contain problems related to basic job readiness,” says Bissonnette, who suggests The Job Accommodation Network as a resource, and offers a free guide on her website called Workplace Disclosure Strategies for Individuals with Asperger’s Syndrome & Nonverbal Learning Disorder. You'll likely need a doctor or another qualified provider to verify your diagnosis, she says.

Make sure HR documents your request and works with your manager. Otherwise, you're in charge of who knows about your diagnosis. “You can choose to keep it confidential, between human resources and your supervisor,” says Bissonnette. “Or you can identify specific coworkers whom you want to know.”

Be prepared for your employer to counter with alternative accommodations. “Be professional, and demonstrate a positive attitude and willingness to compromise. Making demands and threatening legal action puts the employer on the defensive.”

If you are a lawyer with autism (or work in any another field), what would your advice be for Reader M? In your opinion, should you tell your colleagues that you're autistic? If you are open about your autism at work, what have been the pros and cons? Readers with any disability/condition that has led you to request accommodations at work: Were your efforts successful? Would you have done differently?

Psst: Here's a recent discussion at Spectrum News on the risks and benefits of disclosing your autism diagnosis to future and current employers.

Stock image via Deposit Photos / monkeybusiness.

The post Should You Tell Your Colleagues That You’re Autistic? appeared first on Corporette.com.

We've talked before about ergonomics at work — as well as ergonomics for petites — but it's been a while, so let's discuss today, ladies! Have you tried to have better ergonomics at the office? What have you bought; what products did you like/not get annoyed by, and what actually made you feel better/good? (Plus, do tell: what did you get reimbursed?) What resources were the most helpful for you in your hunt? 

{related: how to make your office more comfortable}

For my $.02: I feel like I am forever buying, trying, and discarding various things to try to make my office better ergonomically. I'm typing this very post on a new split keyboard (recommended by Wirecutter as one of their top choices), and trying to relearn how to type because the numbers along the top are split (1-5 are on one keyboard, 6-0 on another), and other keyboard features that I use frequently are in a different place than my old keyboard.

Over the years, I've bought a huge number of those lower back pillows designed to improve your posture — and about every ten years I seem to need to try a kneeling desk chair one more time. (I bought one last year and think I'm set for this decade… nope, still don't like them.) Ergonomic products I have bought and liked:

This post contains affiliate links and Corporette® may earn commissions for purchases made through links in this post. For more details see here. Thank you so much for your support!

Pictured, some of our favorite tools for better ergonomics at the office as of 2024…

• monitor risers (I have double monitors so I have one for each; I like them!)
• this is the split keyboard I bought a few weeks ago — I like the mechanical keys (very clicky clacky) and the squishy wrist rest, but we'll see if I can get past the weird Ctrl button and lack of a number pad. If you're out and about frequently, I still like my Bluetooth keyboard also so I can avoid trying to type long things on my phone (a friend was just telling me she was diagnosed with “texting thumb,” which might also explain hand pain I've had for a while now…)
• I got this $30 lumbar pillow during my second pregnancy and must say I like it much more than all the other desk chair pillows/posture adjusters that I've had over the years (check out our recentish post on how to improve your posture, as well – lots of great suggestions from readers in the comments)
• I feel guilty saying it's an “ergonomic” pick but it was recommended by Wirecutter as their “budget” pick — I have the Ikea Markus chair for my main desk chair. It's ugly as sin but for $200 I'll take it.
• Over the years I've also had apps installed on my computer to reduce eye strain, including one years ago that reminded me to blink regularly (I can't find it now, but here's a more recent article from Lifehack with free apps to help you with eye strain)
• I don't regularly have problems with carpal tunnel syndrome, but during my first pregnancy I did for some reason — I remember loving the arm brace from my local drugstore and thinking it really helped the pain (I slept in it, I think, instead of using it during the day)…
• I need to get a nice big crate or banker's box to put under my desk — I've tried and discarded a few nicer “stands” and stools over the years and just like the basic banker's box!

How about you, readers? What products have you tried seeking better ergonomics at the office? What are your biggest complaints (wrist? neck? back? eyes? other?)

Further Reading:

• Wirecutter Posts:
  • The Best Ergonomic Keyboard – 2017
  • The Best Office Chair – 2016
  • The Best Laptop Stands – 2017
  • The Best Wireless Mouse – 2017 (if anyone has any wired mouse favorites that are better for ergonomics I'd love the tips!)
• How to Set Up an Ergonomic Workstation [CNET]
• Are Standing Desks Better For You? Not So Fast [Fast Company]
• Seven Ways to Prevent and Manage RSI [Guardian]

Stock photo via Shutterstock / Martin Novak.

The post Better Ergonomics at the Office: What Products Have You Tried and Loved? appeared first on Corporette.com.

Update: We still think this is a fascinating discussion on how NOT to negotiate for job accommodations for severe allergies — you may also want to check out our most recent advice on negotiating a salary and other benefits.

How — and when — should you tell employers about your requirements for an allergy-friendly office? In general how should you negotiate for job accommodations for severe allergies? Reader J wonders:

After reading your latest article on handling frequent doctors' appointments, I found the courage to write you. I do suffer from severe allergies (foods and aerosols). I have graduated from university (physics), some work experience (energy business) and added up some economics studies, because I was unsure about being able to handle a “normal” office job. By now, I believe more in myself and am searching for a job (consulting/energy), but I will have to tell my future employer about my limits: 1) The rooms in which I work must be free of plants (important!). 2) I might have problems working “on schedule” in August and September. (In our climate here I have been struggling with asthma attacks, circulation problems, and developing new allergies for the last 5 years.) 3) The office should be mostly fragrance-free. These are the “basic conditions” about which I plan to inform any prospective employer in the second interview. How do I best do it without kicking myself out of the game immediately?

Hmmmn. First, J, I'm sorry to hear that you have such severe allergies! I'm not sure that arriving with a list of demands is the best way to go about this, but I'm curious to hear what readers say. The whole letter reminds me a bit of the recent news story about the female academic who had an offer rejected because she was too “demanding” in her requests while negotiating. That's one way to do it — give your employer a list of things you'd like granted after you have the offer in hand and are negotiating. But a few notes about your situation, which may look a bit like a lesson in how NOT to negotiate for job accommodations:

Know your rights. You may want to consult with an employment lawyer before even starting the process so you know what your rights are going into the situation. This area of law is still in flux and may vary by state — a federal court in Iowa just held that severe allergies may be covered under the American with Disabilities Act. This Department of Labor FAQ sheet on disabled rights may also be helpful to you and inform how you proceed. If your allergy is severe enough that you think you'll be covered under the law, you may act differently than if, after researching it, you don't think you'll be covered. You may also want to get familiar with the Asthma and Allergy Foundation of America.

Don't get too “grabby” early on in the interview process. You mention telling your prospective employer in your second interview about the “basic conditions” you require. I'm afraid you will kick yourself out of the game immediately if you do that. I would wait until you have an offer before you make any demands.

Assess what you can without asking directly. For example, asking to see the place where you would be working is a reasonable request, and one that would allow you to see if there are plants there, how many people are in the space immediately around you, and so forth.

Rephrase the conversation in your head to more reasonable (and regular) negotiation topics. For example: extra vacation time, extra sick days, or flexible working conditions would all address your second point about August and September being horrible for you. On the other hand, asking for a “pass” for 1/6th of the year is probably not going to serve you that well.

Realize that not everything has to be “disclosed” or negotiated. You note that you MIGHT have problems working on schedule — I'm curious how many people would agree that you should disclose that. When we've talked about this in situations in the past — for example, women interviewing while pregnant, or expecting/trying to get pregnant soon — they might feel obligated to disclose that they may be too sick or exhausted from the pregnancy to work normal hours. The common wisdom that I've seen — and I'll pass to you — is to see how it goes, and deal with the problem when it ACTUALLY happens. You're shooting yourself in the foot if you don't. For my $.02, I'd negotiate for flexible working conditions and/or more sick days or vacation days, but I'd keep it close to my chest as to WHY I'm negotiating.

Finally: focus on what your employers can actually grant you. Your third point — a fragrance-free office — may be very hard for an employer to grant. Asking them to circulate a department-wide memo (or a memo targeted to the group of people working in your closest physical vicinity) sounds like a better negotiating request in my mind. In the comments on our post about perfume at the office there was some discussion about perfume sensitivity and how to deal with it at work, so you might find some useful tips there.

(Picture at top via Stencil. Originally pictured: New plants! With names!, originally uploaded to Flickr by Sara Thompson.)

Readers with severe allergies or other environmental sensitivities — do you approach your situation as a disability? What kind of accommodations have you asked for and received? In general do you have any tips for Reader J on how to negotiate — or how NOT to negotiate for job accommodations for severe allergies?

The post How NOT to Negotiate for Job Accommodations for Severe Allergies appeared first on Corporette.com.

When should you accommodate coworkers to be a “team player” — and when should you hold your ground to avoid looking weak? Reader K wonders, particularly whether she should give up her window:

I have an office etiquette question. I'm a lawyer in the public sector and we were recently told that we're going to have to double people up in offices to make room for new staff. Our offices were made to be doubles, they're long and narrow, so the person in the back half of the office gets a window (prime seating) while the front half doesn't. I currently have the window half and was told I am getting an officemate. The person moving in has been an attorney for 15 plus years, but I have seniority at our current office because I started first. She is not happy about sharing an office and is further frustrated because she'll be getting the windowless half of the office. I'm a brand new attorney; should I offer to switch sides?

Interesting question. I'm curious to see what the readers say, but here are my initial thoughts for why I'd be polite and welcoming to the new officemate, but would stay put near the window:

– She hasn't asked you to switch, nor has she given any reasons why she might “need” the window.  Your new office-mate sounds delightful — how nice of her to tell you that she is “not happy” about sharing an office and that she's frustrated that she gets the windowless half. Instead of asking you outright to switch sides with her, she's whining and hoping that you will pick up your entire office and move it away from the window. I'd stay put. There are valid reasons she could want the windowed side of the office — she suffers from seasonal affective disorder, she likes to have office plants, whatever. She hasn't said any of those — it sounds to me like she's trying to push reader K around.

– Reader K doesn't need to apologize for the fact that she has seniority even though she's younger.  Reader K doesn't say it in her email, but it sounds like the woman is also annoyed that even though she's been a lawyer for longer, Reader K has seniority because she was hired first. I can see how that would be a bummer for her. But: the system is the system, and reader K should not feel like she needs to follow some other system because her new office mate is giving her attitude. I'd also be worried in this instance of this older attorney starting to treat K like her assistant, even if they're the same level.

That said, reader K, you don't want to work in an unpleasant office. So be nice. Be welcoming! Make a lunchdate! But hold your ground.

What do you think, ladies? Should reader K offer to give her new roomie the window? Do you see the same power struggles-to-come that I do, or am I imagining things?

(Pictured: Windows, originally uploaded to Flickr by Martin Gommel.)

The post When to Accommodate Co-Workers appeared first on Corporette.com.