Aa
work and ms
I had apparently had some considerable delusions when thinking I would not have problems with my dx and my employer. Now I'm not sure what I need to do to have the few accomodations I need granted.
I work for a very large company. I have been part of management for the past two years. Despite the size of the company as a whole, the individual branches tend to develop a family-like atmosphere.
We are open for business 24 hours, 7 days a week. As one of the youngest management team members, I have often been given third shifts and swing shifts to work, which after becoming used to, I never complained about. There is, it seems, an unusually high percentage of serious health problems amongst the management teams in each branch, but I'm not sure that anyone other than myself has given that much thought.
My manager is aware of my dx, as is the rest of my team, and a number of the employees that I am closer to. At my last visit with the neuroopthamologist, I was told I needed to get onto a regular shift. No third shifts, no swing shifts. I understand the reasoning for this - swing shifts are stress on the body and brain (sleep deprivation, lots of it), third shifters don't get a lot of sunlight and vitamin D, and the need to be able to keep a regular schedule for my DMDs. I asked for an offical medical notice that I could provide for my work stating this, and although the resident working with the neuroopthamologist acted like I was being ridiculous, she finally wrote one. I was unable to see my manager for a week, as the manager was on vacation, but provided the note as soon as she returned. I also made two photocopies of it.
The manager told me it was no problem and was fine, and that it was something I needed medically for my health. We discussed what shift I would take and I was told it would be taken care of that day. I then went home, and had that night off. I worked third shift the next night.
To my suprise, there was a new work schedule posted. And although I had a few of the correct work hours, I had two third shifts as well - swing shifts, and third shifts, as I should not have. I was angry and frustrated. The manager was not in the next morning, because she has some medical procedures and tests she needed done. She will not be in until next week. I sent her a txt message asking about the schedule, and mentioning that I really don't think I can put off the injections for another month. What I recieved:
" well put (jane) in your place for that one and next week i need more info questions the district mgr asked me and i didn't know yesterday but we will have (jane) work those hours"
I'm not happy about putting (jane) in my place for those two shifts, because I will be short on hours if I do that. I'm not sure she was suggesting that I could take jane's place during the day, it sounded more like just giving up those hours. And for information - what more information could they need? What more information can they LEGALLY ask for? I am so angry, so upset, so frustrated. I sent a txt saying i'd see what i could work out, and asked what info was needed, but I didn't get an answer. To be honest, I'd like the answer in writing, but really I just want to get an answer and get my schedule straightened out. I don't want to mess around waiting to start my meds.
I work for a very large company. I have been part of management for the past two years. Despite the size of the company as a whole, the individual branches tend to develop a family-like atmosphere.
We are open for business 24 hours, 7 days a week. As one of the youngest management team members, I have often been given third shifts and swing shifts to work, which after becoming used to, I never complained about. There is, it seems, an unusually high percentage of serious health problems amongst the management teams in each branch, but I'm not sure that anyone other than myself has given that much thought.
My manager is aware of my dx, as is the rest of my team, and a number of the employees that I am closer to. At my last visit with the neuroopthamologist, I was told I needed to get onto a regular shift. No third shifts, no swing shifts. I understand the reasoning for this - swing shifts are stress on the body and brain (sleep deprivation, lots of it), third shifters don't get a lot of sunlight and vitamin D, and the need to be able to keep a regular schedule for my DMDs. I asked for an offical medical notice that I could provide for my work stating this, and although the resident working with the neuroopthamologist acted like I was being ridiculous, she finally wrote one. I was unable to see my manager for a week, as the manager was on vacation, but provided the note as soon as she returned. I also made two photocopies of it.
The manager told me it was no problem and was fine, and that it was something I needed medically for my health. We discussed what shift I would take and I was told it would be taken care of that day. I then went home, and had that night off. I worked third shift the next night.
To my suprise, there was a new work schedule posted. And although I had a few of the correct work hours, I had two third shifts as well - swing shifts, and third shifts, as I should not have. I was angry and frustrated. The manager was not in the next morning, because she has some medical procedures and tests she needed done. She will not be in until next week. I sent her a txt message asking about the schedule, and mentioning that I really don't think I can put off the injections for another month. What I recieved:
" well put (jane) in your place for that one and next week i need more info questions the district mgr asked me and i didn't know yesterday but we will have (jane) work those hours"
I'm not happy about putting (jane) in my place for those two shifts, because I will be short on hours if I do that. I'm not sure she was suggesting that I could take jane's place during the day, it sounded more like just giving up those hours. And for information - what more information could they need? What more information can they LEGALLY ask for? I am so angry, so upset, so frustrated. I sent a txt saying i'd see what i could work out, and asked what info was needed, but I didn't get an answer. To be honest, I'd like the answer in writing, but really I just want to get an answer and get my schedule straightened out. I don't want to mess around waiting to start my meds.
I will have to look up that Neurology Now issue and article. As for time shifts, yes, I regularly work two, if not three different shifts, all in the same week. Although I got used to having to force sleep deprivation in order to keep up with it, I can understand how it is horrible on the body and why it is medically unsound.
Are you working two different time-shifts this week? It's awful to mix the shifts up, especially in the same week! Hope all is well and you are getting this worked out.
P.S. I worked graveyard for 15 years. I would occasionally go sleep on the beach during the day so I got my vitamin D. I was raised in the sun without sunscreen. I never use it now.
P.S. I worked graveyard for 15 years. I would occasionally go sleep on the beach during the day so I got my vitamin D. I was raised in the sun without sunscreen. I never use it now.
the latest issue of Neurology Now was in my mailbox today. They have a good article on the changes tp the ADA that took effect Jan 1, 2009. Neurological diseases such as MS are now clearly covered by this law.
The opening example they give is of a shift worker whose neurologist said changing shifts would be detrimental. I thought of you when I read that. Be sure to have soemthing in writing from your doctors about your needs to share with your hr dept.
Keep us posted,
lulu
The opening example they give is of a shift worker whose neurologist said changing shifts would be detrimental. I thought of you when I read that. Be sure to have soemthing in writing from your doctors about your needs to share with your hr dept.
Keep us posted,
lulu
Thanks LuLu and Ren for your advice. Last night while in the back office I took the time to pull up the handbook policies on leave of absence and medical accomodations. I am not looking at this time for any major accomodations, and none could possibly be argued to cause any financial hardship. I'm hoping I can get things straightened out very soon, but I will probably be looking up the name and number for whomever is the HR representative soon as a precaution though.
One thing that does occur to me is if you work for a large company you must have a human relations department of some sort, and probably a compliance officer as well. You should schedule a meeting with the appropriate person with that dept. and be prepared to detail your needs to them officially. Just communicating with your immediate supervisor sounds like that will not be enough.
I'm sorry you are experiencing this pressure on top of your disease process.
good luck andkeep us posted,
Lulu
I'm sorry you are experiencing this pressure on top of your disease process.
good luck andkeep us posted,
Lulu
Hi,
I found myself in a similar situation. They made a reasonable accommodation as is required by the ADA , which was to work remotely 2 days a week. After 6 months of this I was told that I had to be in the office full time and/or apply for disability. My job description impacts the work others do at the firm. I looked up my rights according to ADA and if the reasonable accommodation places an undue burden on the company they do not have to abide by it.
Check out the Health pages icon (yellow) in the upper right hand corner for more on the ADA etc.
I do hope things work out for you. DO record and document all actions taken and all the surrounding details in case you need it for future use.
Good luck and let us know how things go.
Ren
I found myself in a similar situation. They made a reasonable accommodation as is required by the ADA , which was to work remotely 2 days a week. After 6 months of this I was told that I had to be in the office full time and/or apply for disability. My job description impacts the work others do at the firm. I looked up my rights according to ADA and if the reasonable accommodation places an undue burden on the company they do not have to abide by it.
Check out the Health pages icon (yellow) in the upper right hand corner for more on the ADA etc.
I do hope things work out for you. DO record and document all actions taken and all the surrounding details in case you need it for future use.
Good luck and let us know how things go.
Ren
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