Any good resources on disability and related issues?

[stacey79]

I have a question about disability that's not for myself or for someone with IC. i'm just starting to do research and finding information, so I was hoping you guys might have some good resources to start with. I went to ssa.gov, but there's so much there I'm not even sure where to start. Basically, I need to know some basics like how long do you have to continue working once you start the process? Is there a way to get paid during that time? Can you get fired for no longer being able to do a job? Things like that. Any suggestions would be appreciated. I'm feeling a bit overwhelmed right now.

Thanks!

[babygirlh1]

Hi Stacy,

I'll share my story with you and if it doesn't help maybe it will for someone.

I have struggled with the same dilemma. I was almost fired from one job because of my attendance. At a different job I never got above a 3% raise because my attendance always brought down my review score.

I left that job and when I started the job I have now, I had a great first year at work. No absences for one year straight. How exciting. Year two came along and during a 6-month flare, well, you can only imagine. Vacation time…gone. Sick time…almost gone. And I’m not 100% better so I was in panic mode about running out of sick time.

Recently, I decided what do I have to lose by going to Human Resources. If they are already going to fire me for attendance issue I’d rather the HR department know how sick I was and that I love my job and truly want to be here. I was working on pain protocol with my therapist and the part that needed to be completed was - how could I control a flare when it happens at work? Everything was complete except where would I go while at work to take a 15 minute quite break to do breathing exercises and wait for the medicine to “kick in”.

Taking a deep breath, I went it expecting the worse case scenario. I started to briefly explain my condition and ask my request about the available room.

Well, imagine my surprise when this is what my HR department told me the items below when I only asked if I would be allowed to use an empty room with a door (since we have cubicles).

1. Not only was there a room available to me with a door, it already had a sign on it stating that if the door is closed no one is to enter. Little did I know a recent mom was using the room to breastfeed. The room had chairs, table, and sink.
2. As part of the protocol, I only had to inform my direct supervisor that I was stepping away from my desk. If he was unavailable, all I had to do was wave to my HR Manager on the way to this room. If any other management asks where I was, I only have to state I was with Human Resources. If they have any other questions they have to go talk to the HR Manager.
3. My HR Manager then asked if my illness causes me to be absent often. I almost laughed, but refrained and explained that I was almost out of sick time. She was concerned that without documentation this could have impact any things like the attendance policy and my performance reviews.
4. She asked on the days for the days that I would to be out of work could I do any work at home if I were set up with what I need (i.e., computer, phone, etc). I explained that I could do 90% of my current position with computer, access to our network, broadband connection, and a phone.
5. She asked if I could get a letter from one of the 6 professionals in my pain team that would explain all of my conditions. The letter should mention that the condition could cause symptoms that will keep me out of work. The letter should also describe why I needed to be at home (i.e., bed rest, heating pads, intermittent sitting, etc.).
6. The HR department takes the letter to the CFO or CEO to get approval that my company will set me up at home so that on those days I can’t come into work, I can still work. If I can work 4 hours on a day I need to stay home, then it is only 4 hours sick time and not 8 hours sick time for me.

In a million years, I would have never thought to ask for this accommodation, or any accommodation. I was too worried about getting fired because I never applied for Social Security to consider me disabled.

I have a “mostly” desk job, so this accommodation might not work for everyone. Also, I don’t know what HR is required to consider reasonable accommodations under the American Disability Act. I know it is scary to consider doing this type of disclosure. I have had jobs in the past where I would not have felt comfortable going to the HR department (perhaps it was the attitude of the HR personnel, I’m not certain why I feel that way).

My point is, and I do have one, after this long email, is that if someone is disabled enough that the job is already in jeopardy there would be a possibility that the HR department can help. I would love to say that everyone could have the experience that I had, but that isn’t realistic. What I am saying is that my HR department offered me solutions that I hadn’t even thought of.

It is a very personal decision that not everyone will feel comfortable doing. Perhaps you could start by obtaining a similar letter from you doctor for your records. If you do decide to take the next step by asking your HR department if you could be fired (if you can no longer do your current job without accommodations) then you would have a letter in your pocked ready & waiting from the doctor stating you have a condition explaining you need reasonable accommodations.

I feel so much more in control of my life after my visit with HR. I feel that they want to keep me as an employee and that I can have a career while living with IC & Endometriosis.

If you determine that being on disability with a SS monthly payment is your best option, I hope you have a speedy decision that is in your favor! :pray:

:smile tee