Tourettes Syndrome tolerance question

[Johnny2X2X]

I figured this would be a good place to ask for compassionate advice.

I work in an office cube farm as an engineer. There are maybe 100 cubes in my room with about 40 of them full. In the next room over, there was a man with Tourettes, you could hear him sometimes, he coughs and clears his throat non stop all day, like every few seconds he's coughing and choking and clearnig his throat. He was in the other room, so no big deal. Well, a few weeks ago he and his team were moved into our room, he now sits 20 feet away. It's absolutely maddening. 5 hours a day of him making these noises as he doesn't show up until later.

I thought I would get used to it after time, but it's getting woirse. I put my head phones on for part of the day to listen to music to avoid it, but the whole reason for being at the office is to collagerate with others, and if I have head phones on I miss out on the whole reason I am in the office. Furthermore, several of my colleagues just went to full time work from home to avoid the distraction.

And here's the kicker. So we were told they were running out of room when they decided to move this team over by us, but they didn't feel the empty desks and I found out that his team was moved because the people over there were distracted and no longer wanted him there. So they dumped him on us.

I realize he's overcoming a difficult challenge and he's a well respected engineer. Nice enough guy too. And I just wouldn't ever approach him. But am I out of line for complaning to management? It's causing a significant disruption to how productive our team is. Instead of 14 or 15 people to work and collaberate with, I now am coming in 3 days a week to only 4 or 5 people here, even my manager is working fromo home almost exclusively now. I do not want to WFH more than the 2 days a week I already do, I do not work best being home more than that. What considerations am I overlooking? I could complain anonymously.

[unblock]

1. A former employee of mine had Tourette's, one of my best employees ever

I would suggest getting to know him. Some discomfort when first exposed to someone with various tics is understandable, but they're a whole lot easier to deal with when you get to the point where it's "just the way bob is" as opposed to "those annoying noises from that guy over there".

Again, I get it, these things take some getting used to. But familiarity and positive associations with this person are your best weapon against any sense of annoyance at things he can't control.

Remember, Tourette's is protected under the ada, it's on the company to make reasonable accommodations. So I'd give it a few months of sincere effort before complaining.

An upside to getting to know him better is that if he's actually a jerk, you'll have a better complaint than just being uncomfortable near someone with an Ada-protected condition.

[Johnny2X2X]

3. He's not a jerk, I have gotten to know him

And I have a lot of respect for what he overcomes to do his job.

I will give it a couple months.

I kind of feel like our team should have been given a warning. And no one feels like talking it over because it is a protected disability. But the avoidance of it by just going full time WFH is what I see as the problem. If my team isn't here, why am I? I gain nothing from being in the office if most of my team is WFH.

[Bernardo de La Paz]

2. Don't lodge it as a complaint. Ask management for help. You have compassion. That helps your case. . . . nt