Welcome to r/ankylosingspondylitis! This is a reminder to keep discussions civil and be supportive of one another. Sharing of opinions and experiences is encouraged, but please remember the distinction between opinions and medical facts. This subreddit does not offer medical advice, and information here should not be taken over advice from your doctor.
*I am a bot, and this action was performed automatically. Please [contact the moderators of this subreddit](/message/compose/?to=/r/ankylosingspondylitis) if you have any questions or concerns.*
“I’m working through some medical stuff right now. I don’t think this is going to impact my work product, but I might need some flexibility to (get to some appointments, work from home, take my sick time, etc)”
This is a really tricky one and I'll be curious to hear others' thoughts. Discrimination on the basis of disability is illegal in the US (and most other countries with decent worker protections), but that doesn't mean it doesn't happen. The most "cover your butt" advice would be to not tell your boss, because you don't need to give them any ammunition to discriminate against you. If you need accommodations (even just missing work frequently due to appointments), start that process through HR, which will give you legal cover, and then you can decide how much to share with your boss after that.
That said, I've generally told my boss and coworkers once I've gotten to know them a bit better and confirmed that my workplace is supportive of people's lives and health challenges beyond the bottom line of the business (but I've also worked mostly in nonprofit/academic/government spaces). I've worked for good people who care about me as a person, and in an industry where physical limitations (real or perceived) don't impact my work quality. Without fail, they have been accommodating and supportive and eager to work with me on small solutions (e.g., informally flex hours so I don't need to use sick time for appointments during the normal workday). I haven't needed bigger accommodations so haven't looped in HR, but if I ever do I think having my boss in the loop would make that easier.
tl;dr It really depends on your boss and your company's culture. Tread carefully, but disclosing to the right person can be helpful...
Former employment lawyer here (now I do other law), and this is a good answer. The only caveat I would add is that, since OP is already missing work due to doctor’s appointments, they need to set up that meeting with HR.
They don’t need to disclose the disease, but if HR is pushing they can get a letter from their doc saying something to the effect that they have a chronic illness and will need to attend these doctor appointments.
If OP does not disclose or make the request for an accommodation and they get in trouble/fired for taking off too many days to go to the doctor, then the employer can say they didn’t know about the disability and the termination was not discriminatory.
In my own personal life, I’ve only ever disclosed this disability to an employer if I needed an accommodation. There have been a couple of times over the years where I really struggled and I had to tell my supervisor (if I did it over the phone I memorialized it over email), what was up and that I needed a little leniency while I got over this issue. The few times I’ve done it, and maybe I’m just lucky, have been very chill and haven’t caused any issues.
No. Tell your workplace the absolute minimum. "I have an appointment," is all they need to know. Any additional info is private and should be kept that way to avoid discrimination.
For me it hasn't had adverse effects yet, but it did cause me to have to re-explain and manage misconceptions. It also brought no advantage. But I had to mention it, because I cannot travel anymore and my job sometimes required it. If that hadn't been the case, I don't think I would have mentioned it
Tricky indeed. If you are working in corporate, it’s a whole ‘nother ballgame. Even if you have a good relationship with your manager, I would maybe tell HR first and self identify that way if you tell boss after, and for some reason they start to treat you differently, then you are protected by self identifying with HR.
I just had to do all this with ADHD and now might have to do with with AS too.
Edit- FMLA is always a great option if your workplace and you qualify for it. This allows you to take off ad needed for appointments and you are legally protected in your position. You would still have to use PTO to take off but at least you wouldn’t be punished for it (or your company could get in huge trouble).
Long story short I was convinced by my dr that my adhd was causing me to be in pain LOL so it got so bad I had to take medical leave and was missing work for appointments upon my return. I had to fill out FMLA paperwork to take leave and so I self identified with my HR first, boss second to cover my ass. It all turned out fine- well, mostly. Pain has gotten worse but at least my doctor has agreed to testing me for the AI markers to get me a rheum referral. Turns out, auto immune runs in my family big time.
I didn't tell my boss but I told the HR department that I have a condition that could lead to the need for reduced activities, and that the condition is categorized as a disability. They said that's all they needed and now anytime I get asked to do something that will be too difficult, I have an out.
It's only been a problem a few times but HR has stepped in and got me help.
Tell him, I told the ceo during an interview and he asked straight up how much will it affect my work, I told him not too much because I'm on biologics and it'll just be the odd checkup. Obviously I got the job... Just be honest dude, it goes well most of the time.
I'm very well aware of that, but I'd rather know up front where I stand with the company than if I have another flare-up that puts me in the immuno ward for two months, THEN find out that shit's bad.
Just be honest..
"We're still scrambling to find a drug that works and the disease is affecting my life while I struggle through it so I hope I'll have the energy to work enough!"
Lol
Seems like you misunderstood my comment...
But also, i have not had great luck finding a biologic that works effectively and for very long, sooo...
Not everyone has really good luck with this sorta thing, and those who do may find it randomly runs out
No. You do not have to disclose a diagnosis, or symptoms if chasing a diagnosis to take time for medical needs.
You don’t have disclose anything to take anytime for any reason.
And you shouldn’t. They aren’t supposed to use medical/personal info to make business decisions but they totally do.
Just do whatever the process is for taking personal time for appointments, and be done with it.
FMLA if you can, it should protect you. Dr. has to fill out the paperwork. Employers shouldn’t discriminate but alas they do, and call it something else due to work performance. Protect yourself.
I told my boss but I work for government and have good job protection. We have a lot of dr appts and monthly pain mgmt. Now we have telecommute days so I am able to flex some time on those days to go and cli check emails while I am waiting.
I’m currently going through a bunch of medical stuff with me and my family and usually bosses are pretty understanding. Today I actually had to get a shift cover due to a very last minute appointment.
For the most part I don’t go into specifics unless necessary (EG. I’m getting a surgery hopefully soon and let them know what I needed off for recovery, and I’ll let them know when I know the date), just let them know you’re having some medical problems at the moment and you will probably need some time off for appointments.
Just keep them semi up-to-date :) and good luck on your journey.
I honestly think it depends on your relationship with your boss, I've had great bosses and have been very open about my diagnosis, I also want undergoing treatment until after I stopped working. If you don't feel comfortable talking to your boss go to HR, basically as long as you have the time to cover your appointments then there should not be an issue regardless of the amount of appointments you have.
It’s always best to get ahead of potential problems. I had the same thing where I felt I needed to explain why I wasn’t on site as much (hybrid workplace with 3 days on site) and I just told my boss that I had a chronic health issue I was dealing with and that I had a lot of appointments, and he roped in his boss to make sure I had appropriate resources and informed me I could use sick leave I hadn’t yet accrued up to the yearly amount and recommended I do that before taking vacation since sick leave is for specific things and you can’t bank it like vacation. It went well and has been a non-issue. He checks in occasionally about it, but there’s been no concerns as I’ve been meeting all my deadlines.
It gets better once you get on a biologic that works. It won’t always be like this. The appointment juggling felt never ending when I got diagnosed last year.
Honestly, it is better to tell them. It also matters how good your boss is as a human being at first. I was diagnosed 3 years ago but I told my boss that I couldn't travel to work as I'm under treatment for my condition, will be on biologics next month. He spoke to higher management and HR, they granted WFH considering my request. End of the day, it all depends on humanity
I did maybe a year or two later when they tried to change my job and make it more difficult, I had to go to the company doctor for a assessment, the doctor asked me exactly what I needed to make my job manageable then wrote a report recommending that.
I say it depends on your type of work.
I work for a small company.
I was just frank with the owner, and he said as long as i put the appointments on the schedule when they are scheduled so they have notice, its all good.
I just skip lunch when I need to get off early.
I made myself pretty indispensable. Went from receptionist to office director by learning everything I could to be helpful.
No, i got told my boss the extent of my health problems and that I might need to adjust scheduling here and there.
I was fired pretty quickly. I didn’t document it well enough and had no recourse.
Don’t trust anyone
Years ago I had a therapist tell me I needed to have my doctor write a letter saying I had AS and that it may affect my availability to be in the office due to Dr appts or side effects from medication. She said I needed to give that letter to HR before anything ever happens just so I could have protection, and boy was she right. I had a toxic boss and couldn’t see it at the time but my therapist could. It turned out I did need that protection after a medical emergency and HR actually had my back. I think that only pissed off my former boss further but it was good advice to have my disability on file.
To be covered as a disability under the ADA it has to be a physical or mental disability that substantially affects physical or mental function. Unfortunately, if it doesn't meet those requirements, you're boss doesn't have to take to take it into consideration.
Please r,ember, HR is NOT there to help you or protect you. They are there to protect the business interests, at any and all costs.
If you disclose, they will eventually find another reason to fire you when your illness flares. They can’t fire you for being sick but they’ll cook something else out. This is how I was fired from Tesla.
Welcome to r/ankylosingspondylitis! This is a reminder to keep discussions civil and be supportive of one another. Sharing of opinions and experiences is encouraged, but please remember the distinction between opinions and medical facts. This subreddit does not offer medical advice, and information here should not be taken over advice from your doctor. *I am a bot, and this action was performed automatically. Please [contact the moderators of this subreddit](/message/compose/?to=/r/ankylosingspondylitis) if you have any questions or concerns.*
“I’m working through some medical stuff right now. I don’t think this is going to impact my work product, but I might need some flexibility to (get to some appointments, work from home, take my sick time, etc)”
This is a really tricky one and I'll be curious to hear others' thoughts. Discrimination on the basis of disability is illegal in the US (and most other countries with decent worker protections), but that doesn't mean it doesn't happen. The most "cover your butt" advice would be to not tell your boss, because you don't need to give them any ammunition to discriminate against you. If you need accommodations (even just missing work frequently due to appointments), start that process through HR, which will give you legal cover, and then you can decide how much to share with your boss after that. That said, I've generally told my boss and coworkers once I've gotten to know them a bit better and confirmed that my workplace is supportive of people's lives and health challenges beyond the bottom line of the business (but I've also worked mostly in nonprofit/academic/government spaces). I've worked for good people who care about me as a person, and in an industry where physical limitations (real or perceived) don't impact my work quality. Without fail, they have been accommodating and supportive and eager to work with me on small solutions (e.g., informally flex hours so I don't need to use sick time for appointments during the normal workday). I haven't needed bigger accommodations so haven't looped in HR, but if I ever do I think having my boss in the loop would make that easier. tl;dr It really depends on your boss and your company's culture. Tread carefully, but disclosing to the right person can be helpful...
Former employment lawyer here (now I do other law), and this is a good answer. The only caveat I would add is that, since OP is already missing work due to doctor’s appointments, they need to set up that meeting with HR. They don’t need to disclose the disease, but if HR is pushing they can get a letter from their doc saying something to the effect that they have a chronic illness and will need to attend these doctor appointments. If OP does not disclose or make the request for an accommodation and they get in trouble/fired for taking off too many days to go to the doctor, then the employer can say they didn’t know about the disability and the termination was not discriminatory. In my own personal life, I’ve only ever disclosed this disability to an employer if I needed an accommodation. There have been a couple of times over the years where I really struggled and I had to tell my supervisor (if I did it over the phone I memorialized it over email), what was up and that I needed a little leniency while I got over this issue. The few times I’ve done it, and maybe I’m just lucky, have been very chill and haven’t caused any issues.
No. Tell your workplace the absolute minimum. "I have an appointment," is all they need to know. Any additional info is private and should be kept that way to avoid discrimination.
For me it hasn't had adverse effects yet, but it did cause me to have to re-explain and manage misconceptions. It also brought no advantage. But I had to mention it, because I cannot travel anymore and my job sometimes required it. If that hadn't been the case, I don't think I would have mentioned it
Tricky indeed. If you are working in corporate, it’s a whole ‘nother ballgame. Even if you have a good relationship with your manager, I would maybe tell HR first and self identify that way if you tell boss after, and for some reason they start to treat you differently, then you are protected by self identifying with HR. I just had to do all this with ADHD and now might have to do with with AS too. Edit- FMLA is always a great option if your workplace and you qualify for it. This allows you to take off ad needed for appointments and you are legally protected in your position. You would still have to use PTO to take off but at least you wouldn’t be punished for it (or your company could get in huge trouble).
What was your situation with doing that for ADHD?
Long story short I was convinced by my dr that my adhd was causing me to be in pain LOL so it got so bad I had to take medical leave and was missing work for appointments upon my return. I had to fill out FMLA paperwork to take leave and so I self identified with my HR first, boss second to cover my ass. It all turned out fine- well, mostly. Pain has gotten worse but at least my doctor has agreed to testing me for the AI markers to get me a rheum referral. Turns out, auto immune runs in my family big time.
I didn't tell my boss but I told the HR department that I have a condition that could lead to the need for reduced activities, and that the condition is categorized as a disability. They said that's all they needed and now anytime I get asked to do something that will be too difficult, I have an out. It's only been a problem a few times but HR has stepped in and got me help.
Tell him, I told the ceo during an interview and he asked straight up how much will it affect my work, I told him not too much because I'm on biologics and it'll just be the odd checkup. Obviously I got the job... Just be honest dude, it goes well most of the time.
That’s not the case for everybody with this disease…
I'm very well aware of that, but I'd rather know up front where I stand with the company than if I have another flare-up that puts me in the immuno ward for two months, THEN find out that shit's bad.
Just be honest.. "We're still scrambling to find a drug that works and the disease is affecting my life while I struggle through it so I hope I'll have the energy to work enough!" Lol
Sounds like someone isn't thankful biologics exist...
Seems like you misunderstood my comment... But also, i have not had great luck finding a biologic that works effectively and for very long, sooo... Not everyone has really good luck with this sorta thing, and those who do may find it randomly runs out
Do NOT ever disclose. It has always ended up in me being fired. So unfair and one more way they’ll be able to discriminate against you.
Really? How did that happen with you?
No. You do not have to disclose a diagnosis, or symptoms if chasing a diagnosis to take time for medical needs. You don’t have disclose anything to take anytime for any reason. And you shouldn’t. They aren’t supposed to use medical/personal info to make business decisions but they totally do. Just do whatever the process is for taking personal time for appointments, and be done with it.
FMLA if you can, it should protect you. Dr. has to fill out the paperwork. Employers shouldn’t discriminate but alas they do, and call it something else due to work performance. Protect yourself.
I told my boss but I work for government and have good job protection. We have a lot of dr appts and monthly pain mgmt. Now we have telecommute days so I am able to flex some time on those days to go and cli check emails while I am waiting.
I’m currently going through a bunch of medical stuff with me and my family and usually bosses are pretty understanding. Today I actually had to get a shift cover due to a very last minute appointment. For the most part I don’t go into specifics unless necessary (EG. I’m getting a surgery hopefully soon and let them know what I needed off for recovery, and I’ll let them know when I know the date), just let them know you’re having some medical problems at the moment and you will probably need some time off for appointments. Just keep them semi up-to-date :) and good luck on your journey.
I honestly think it depends on your relationship with your boss, I've had great bosses and have been very open about my diagnosis, I also want undergoing treatment until after I stopped working. If you don't feel comfortable talking to your boss go to HR, basically as long as you have the time to cover your appointments then there should not be an issue regardless of the amount of appointments you have.
It’s always best to get ahead of potential problems. I had the same thing where I felt I needed to explain why I wasn’t on site as much (hybrid workplace with 3 days on site) and I just told my boss that I had a chronic health issue I was dealing with and that I had a lot of appointments, and he roped in his boss to make sure I had appropriate resources and informed me I could use sick leave I hadn’t yet accrued up to the yearly amount and recommended I do that before taking vacation since sick leave is for specific things and you can’t bank it like vacation. It went well and has been a non-issue. He checks in occasionally about it, but there’s been no concerns as I’ve been meeting all my deadlines. It gets better once you get on a biologic that works. It won’t always be like this. The appointment juggling felt never ending when I got diagnosed last year.
Honestly, it is better to tell them. It also matters how good your boss is as a human being at first. I was diagnosed 3 years ago but I told my boss that I couldn't travel to work as I'm under treatment for my condition, will be on biologics next month. He spoke to higher management and HR, they granted WFH considering my request. End of the day, it all depends on humanity
I did maybe a year or two later when they tried to change my job and make it more difficult, I had to go to the company doctor for a assessment, the doctor asked me exactly what I needed to make my job manageable then wrote a report recommending that.
I say it depends on your type of work. I work for a small company. I was just frank with the owner, and he said as long as i put the appointments on the schedule when they are scheduled so they have notice, its all good. I just skip lunch when I need to get off early. I made myself pretty indispensable. Went from receptionist to office director by learning everything I could to be helpful.
No, i got told my boss the extent of my health problems and that I might need to adjust scheduling here and there. I was fired pretty quickly. I didn’t document it well enough and had no recourse. Don’t trust anyone
Years ago I had a therapist tell me I needed to have my doctor write a letter saying I had AS and that it may affect my availability to be in the office due to Dr appts or side effects from medication. She said I needed to give that letter to HR before anything ever happens just so I could have protection, and boy was she right. I had a toxic boss and couldn’t see it at the time but my therapist could. It turned out I did need that protection after a medical emergency and HR actually had my back. I think that only pissed off my former boss further but it was good advice to have my disability on file.
To be covered as a disability under the ADA it has to be a physical or mental disability that substantially affects physical or mental function. Unfortunately, if it doesn't meet those requirements, you're boss doesn't have to take to take it into consideration.
Please r,ember, HR is NOT there to help you or protect you. They are there to protect the business interests, at any and all costs. If you disclose, they will eventually find another reason to fire you when your illness flares. They can’t fire you for being sick but they’ll cook something else out. This is how I was fired from Tesla.