The recourse began as everyone else: intense diarrhea, cramps and other gastrointestinal symptoms that left Christopher French in the bathroom during periosidos bargos.
French, who worked on the shelves of a hardware store, suffered ulcerative colitis. But this was his primer work in life, and requesting heavy fertilizer bags, which only worsened his symptoms.
He was frankly informed for three weeks in a row and in the end they reported him. Now, with 47 years, you still remember your boss’s words. «I wish you had been honest,» his supervisor told him. «We could have reached an agreement.»
Revealing a doctor’s problem can unlock support at work; Laws such as the American Law with Disabilities (or ada for its acronym in English) create paths and protections so that people do it. But the revelation is not exempt from risks. In a survey in 2023 by the Human Resources Management SocityAlmost half of American workers with invisible disabilities, who are medical disorders that are not evident to others, said he had decided not to share the information; Those who did were more likely to denounce rude or insensitive behaviors.
Later, French change of profession and began talking about his cooling in work interviews. But he acknowledged that it was not a safe option for everyone. The Times looked for some experts to give advice on how to reveal a problem
‘A civil rights law does not change the attitude of the people’
Since its abruptness in 1990, the Law of Americans with disabilities aims to protect people with discrimination in public life, including work. According to this law, entrepreneurs with 15 or more employees must provide reasonable adaptations to those who request them. The adaptations of the reasonable ones are defined as a modification modification or adjustment of a job, of the labor ENNO or the way in which things usually do in the hiring process. «
An entrepreneur is obliged to «open the door» to people with disabilities, said Susan Mizner, emerrita director of the Disabled Persons Rights Program of the American Union of Civil Liberties. Entrepreneurs must «build a ramp towards the door,» he explained.
But the ADA is not a panacea. A study published in 2001 He indicated that almost 10 percent of the disabled adults suffered discrimination in the workplace in the five -year period after the approval of the ADA; A third of respondents completely abandoned the workplace. More recent data They indicate that people with disabilities are more likely to be unemployed, and when they have work, they usually charge less than their counterparts without disabilities.
Rachelle Bloksberg, Grass Valley therapist, California, who treats people with chronic cooling, said that most of his patients know that they are protected by law. Even so, he said, they fear that opening harm their careers: «They are worried: ‘ Will people treat me differently? ‘»
Kailey Towsend, 29, who works in social media management, was kept his diagnosis of endometriosis for several months. «I wanted to make sure I protected myself in the workplace,» he said, and added that, as a black woman, he feels even more pressure to prove her worth.
These concerns are not unfounded, Mizner explained: «A civil rights law does not change the attitude of the people,» he said. «It does not change people’s comfort levels.»
‘There are no magical words’
The chronic pain of Samantha Rosen turns work into a challenge. This 34 -rings writing tutor needs to join a chair and one miserable monitors to relieve its symptoms, but has had problems asking for adaptations a supplace.
Instead of explaining his chronic pain history, Rosen told his boss that he had some neck and back problem. He got the adaptations he asked, but he often wonders if he should have been more direct. «I tried to subtract importia,» he said.
When it comes to revealing information, «there are no magical words that you should use,» said Aaron Brock, the Los Angeles lawyer specialized in cases of disability discrimination. The important thing, he said, is that you start the conversation. In his practice, he has seen employees who did not reveal his ailments «punished for a behavior that was clarify related to disability,» he said.
Here we enlist some things that you should take into account:
Decide a want to tell him. Mizner suggests that you go to your human resources representative; You can inform that area without Sepa your supervisor. If you do not have a human resources department, you can share the requests with supervisor, since the ADA imposes the same rules as the preferences.
Share only what you feel comfortable revealing. It is legal that you Employer request medical documentation That verifies your diagnosis describes the possible adaptations, but you are still entitled to privacy. You don’t have to reveal all the Detless, Mizner said.
Ten UN plan for counterattacks. Entrepreneurs are not obliged a grantor Reasonable adaptations if this is an «excessive burden» for their business. Therefore, if your supplier suggests alternative adaptations, participates in that album, said Linda Batiste, lawyer and program director of the accommodation network in the Empupo (January, for Sugla in English), a service provided by the Deicina Deicina Deicina Deicina Deicina Deicina Policies of Employment for Disabled of the United States Department of Labor.
And if you need adaptations without alternative an alternative, try to affirm why. You may be able to information on additional information or reconsider the situation, said Batiste. If the discussion reaches a dead point, Mizner said the Jan offers individual consultations.
Towsend, the head of social networks, ended up sincere with her supervisor and felt comforted by her reaction. He believes that «he was lucky» with the amount of support he received, but does not believe that he will disseminate him before in the future: «You need time to promote openness in the workplace,» he said.
