In regards to comments on another thread: Family Medical Leave Act for work

[EvDownJr]

I heard some of you mention concerns about returning to work with our condition. If you feel you are kind of well enough to give it a whirl but have some concerns with leaving for MD Appointments, leaving early sometimes because you've gotten sick, etc; you may want to consider filing a Family Medical Leave Act form, even if your absences may be seldom. Most employers meet eligibility to comply with this Federal regulation.

What this does, is document legally that you have a chronic illness (eg: Lyme, Erlichiosis, etc.) Both your physician and yourself will complete several forms documenting your situation. Then HR, or a separate leave unit will evaluate what has been provided and give you an "allowance" to take sick or personal time accordingly. Let's say right you feel that you may only need to leave a few hours early 1-2 times a month plus occasionally may have bouts of nausea or headaches from your illness. Your Lyme Dr. indicates this on paperwork that should be kept separate from your manager. Then once approved, your manager is informed that you have a medical situation that may require this occasional early leave. You will have to use time according to company policy. However what happens when approved is your employer can not discriminate or question your use of approved absences.

For me, this was an excellent way to protect myself while having hoped to have gotten better. So why did I do this when I had a good rapport with my management. Well, these days, one never knows who does not like what you are doing, even though Legit. and necessary. (I did find out that some lady I did not even report to, went past my manger to upper HR, b/c she did not like me missing all the conferences and leaving early. Turns out, she was directed to leave me and my manager alone because I was protected this Federal level regulation.


So then one may ask, what happens if I do go downhill or get sicker for awhile: You physician may be able to submit additional documentation supporting further leave, time, including full-time leave if qualified.


Again, I can not legally tell you to pursue this measure or not to pursue. One may want to consider such with an illness like ours. One may not want to discuss at first directly with manager. If you have a benefits representative on the premises or someone you fell is reliable in Human Resources, you might discuss with them. Again, one shouldn't be "afraid" of such. This is not filing a worker's comp. claim, grievance, etc. In fact, this kind of filing is par for the course for anyone taking a leave after childbirth, chronic illnesses, etc. Should never be viewed as hostile by employer. Still I would go to my benefits representative and ask if a part-time medical leave situation can be discussed confidentially.

Good luck everyone.

[Bad_Boy]

Thanks for this information, EvDownJr!

I've found something that might provide additional information: US Department of Labor
http://www.dol.gov/esa/whd/fmla/


BB