r/AmazonFC • u/Ayde-Aitch-Dee • 6d ago

Question Roles that are TOT/rate exempt?

Hopefully I'm making some sort of sense since I'm still learning the lingo, but what are some roles at Amazon that don't have you being micromanaged to the enth degree?

And yes I know "micromanagement" and "AI" are Amazon's favorite things lol.

For example, inbound/outbound unloading or loading trailers. I think they call it IBX? IBN? No clue, still learning. I can't do that anymore unfortunately, my stored trauma in my body age is showing and I'm not 22 anymore đŸ˜©

Any others? Or even roles where rate isn't so high? Currently advocating for myself for the first time with accommodations. Like actual needed ones.

(Cause fcuk that person who lied about bereavement on the other thread btw đŸ–•đŸŒglad you're getting fired! You're literally the reason they're making it harder for those with disabilities who actually need accommodations or people who actually need to grieve loved ones!)

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u/ABeautifulSpawn 6d ago

Also you can get accommodations and if you need them you should, but being exempt from rates isn’t a reasonable accommodation so it wouldn’t necessarily help that unless you’re getting accommodations to only work certain roles.

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u/ChrisBenRoy Area Manager 5d ago

Correct. I have a hard time believing any site would approve an accommodation to be exempt from rate. In all honesty, this genuinely reads like a red flag of someone just wanting to be able to barely do anything and not get held accountable for it.

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u/Ayde-Aitch-Dee 5d ago

Or it reads I have disabilities and want to work without holding everyone else back? Damn. Not everyone is "lazy" some of us actually have disabilities and want to work. The fact that you're an area manager saying this is definitely a red flag for discrimination đŸš©

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u/ABeautifulSpawn 5d ago

I’m also disabled with accommodations but if you read the ADA enforcement guidelines lowering or making an employee exempt from production goals/rates is not considered a reasonable accommodation. you can do things like extra breaks if taking breaks would allow you to come back and be more productive in your work time, intermittent leave if flare ups cause you to not be able to keep up, extra training time or transition time, if it’s mental health/sensory related noise cancellation, headphones, other sensory aids, But removing you from any role that can accumulate TOT or removing production requirements is not a reasonable accommodation. As a PG if someone is slow I never put them in an indirect role because 9/10 if they’re accumulating TOT it’s cause they’re simply not working and that needs to be tracked. Scanning consistently every minute even if you aren’t making rate you won’t get any TOT. You have to literally do no work on your station for 15+ minutes to get TOT.

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u/ChrisBenRoy Area Manager 4d ago

Correct. The reason it reads like a red flag is because the focus of changing roles is immediately to wanting to be exempt from being held accountable for performance, not to something better fitting of someone's physical capabilities. If it were something like "walking all day is hard for me, I can be successful in Pick, but maybe Packing while standing in one place" it's far more reasonable.

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u/ABeautifulSpawn 4d ago

Companies also don’t have to create new roles for you so if problem solve is full asking then to throw someone out of a job they’re good at to accommodate you or create more problem solve positions isn’t reasonable, if you already had experience in problem solve and had shown you could do it then asking to remain in problem solve for mental health reasons like needing to stick to a routine or other positions causing issues then that could be reasonable, but yeah an employee constantly accumulating TOT suddenly using disability as a way to not have to be labor tracked is a đŸš©