----- Original Message -----

From: Larry Misaras

To: hydrocephalus@yahoogroups.com

Sent: Monday, November 13, 2006 4:17 PM

Subject: [Hydrocephaluscommunity] Disclosing your condition to a co-worker???

> I work in a retail environment and lately they have been having me do some more physical labor (ie.
> picking up furniture, safes, heavy boxes full of products).  I am the second oldest
> that works there, the oldest being the general manager.  One of my friends whom I give him rides to and

> from work is training for a management position, do I trust him and tell him my condition in case something

>  happens or if my job has me do something that I cannot physically do?  I have a medic alert bracelet, but I

> don't wearit because it was preventing me from getting a job.

 

Oh hey there. I have dozens of nifty little booklets about all kinds of nifty little topics.. I thought one was about the ADA. Actually I know it is.  Apparently I don't have a copy.  Maybe because I'm not bound by it as I don't live in the United States. But I'm not totally unfamiliar with it. (I'm in Canada)

 

First I want to say congratulations in having a job.  That's tricky itself.  I did have a volunteeer job distributing pamphlets for my chosen candidate for mayor. The election was yesterday and my candidate won. It was so thrilling!  I can't help but wonder if I really made a difference or not. No matter. Mission accomplished.  But back to you. Do you have any idea just WHAT is in your job description?  Because if you have it specifically spelled out then that should be a start so they don't pile on extra demands.  While here I don't know if we have any actual "acts" in place (we probably do but anyway...) we do have our Charter of Rights and one is the right not to be discriminated against on several grounds such as race and gender, and for us the one that counts is disability.  That means places will have to be accessible to wheelchairs wherever possible and no place can refuse a blind person access if they have a guide dog, even in "no dogs allowed" places.  I thought they were pretty similar principles that you'd have out there.  Indeed I've learned that discrimination can be hard to  prove.  Fortunately, the first thing that people seem to ASSUME in general when you have a Medic Alert bracelet is that it means you have allergies.  They ask "what are you allergic to?" Before I was tested I couldn't answer. Now my six year old pretty well knows the hit list can can sound them off quicker than I can.  I almost never take my bracelet off.  Another idea is to tape it to your wrist so it's not seen, assuming you wear long sleeves.  Because the jobs that have lasted were due to placement programs through the government, they already knew of my hydrocephalus ahead of time so that's not always a problem for me.  I believe at one time I issued an "emergency" sheet on how to deal with a shunt malfunction, typically if I have a seizure since at other times I could speak for myself. I also have one in our kitchencupboard for my wife's benefit.  Knowing their "absence" policy would help too I suppose.

When I volunteered at a nursing home (and that can have different rules altogether) I had to forfeit my position when I was hospitalized (for depression this time, not for a shunt malfunction) because they had to keep going with the position and didn't feel it right to just let ther person go after I recovered.  Now, if it had been a PAID position it may have been different. They may have been obligated to give me my job back.  Check it out to see if that's the case for you.  I would hope that if something were to happen to you beyond your control that your job would not have to be sacrificed because of it. Check out your laws. See how they can be on your side so you don't have to be concerned as to who is and is not safe to talk to.

> The only person I trusted with this
> information left the company some time ago.  What do
> you think I should do?

 

It's probably easier talking with someone you get along with rather than someone who would make your life hell if it would further his own career.

 

>  Oh, by the way, the company
> has the ADA rights posted in the break room, so I
> don't think they can fire me over it.
 

As I said, I know of the ADA but I apparently don't have a copy.  So if they're posted, then READ them. UNDERSTAND them. If you have the capacity, MEMORIZE them (it's not always that easy for some of us, I know).  Knowledge of the law can be a great asset when fighting potential discrimination.  While I hate to view management as "the bad guys" I know that some of them really are.  Some are just wonderful.  Here, they have to have a damn valid reason to fire you if it's past your "probation" period (typically three months).

Unfortunately I don't usually last that long whereas if they feel I'm not working out, or  whatever creative reason they invent, they could fire me on the spot, and that's a real pisser. It's not often I get past that three month hurdle but I've never had a  problem once I make it that far. How long have you been at your job?  Another old cliché - a little knowledge is dangerous.  Therefore, empower yourself with the knowledge of your laws and you'll be ahead of the game.  Good luck!

 

-Sean

 

__________________________________________________
Do You Yahoo!?
Tired of spam? Yahoo! Mail has the best spam protection around
http://mail.yahoo.com