I think so, it would give them peace of mind knowing
that if something happened when someone wasn't around
that they be able to find out what condition they
have.


--- dasy fahnestock <number_9child@...> wrote:

> should a person with hydro or bipolar or one that
> has seizures consider getting a med bracelet
>
> Ugly Person <ugly@...> wrote:
>
> ----- 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
>
>
>
>
>
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