When do you go to HR regarding health issues?

9 Comments

1. Sophie JoernMarch 22,2022 at 6:36PM UTC

   I would recommend starting a conversation with HR - especially if your conditions worsen to where you would need a leave of absence or an accommodation, the conversation is already started and documented. HR's true role is to be a liaison between the employer and the employees and depending on where you are located, you are entitled to confidentiality, certain leave rights and ADA if it applies to your situation. If you are concerned about the integrity of the organization's HR department, ask to have every meeting and conversation summarized into an email so you have it for documentation purposes.

2. Deb HornerMarch 24,2022 at 7:07PM UTC

   Don't ask for every meeting to be summarized - do it yourself. If that means you record the conversations, you are allowed to do that so you can recall what is being said. Then transcribe the details, and cc everyone who attended the meeting.

3. AnonymousMarch 22,2022 at 8:37PM UTC

   I've absolutely seen people stand up in meetings, and I think if handled appropriately, few people will notice. Now if you pace all over the meeting room or start doing yoga poses and toe touches...that's a different story! Let's be frank, people are so self-absorbed and many will be pounding away on social media during these meetings that few will be paying attention to your position changes.

   Another idea is to ask for a different kind of chair in them meeting, maybe something that's more ergonomic and comfortable to you. Sometimes there are benches or small seating areas in meeting rooms that might be more comfortable to you.

   Best of luck.

4. AnonymousMarch 22,2022 at 9:08PM UTC

   Go to your doctor first.

5. Deb HornerMarch 22,2022 at 9:22PM UTC

   The Americans with Disabilities Act (ADA) will protect you if you ask your doctor what accommodations you will require for a multi-day presentation, then request a meeting with HR to request those accommodations from the company. I know that when I have to attend a multi-day event at corporate headquarters, I tend to get up and pace the back of the room just to stay awake, because sitting for hours at a time doesn't work for my body.

6. Sarah HernandezMarch 24,2022 at 1:11PM UTC

   I would be open with your people leader in a 1:1, sometimes it helps to rip the band-aid off. Typically in tough conversations, I start by admitting this is about to be a difficult conversation for me to have so they are ready to list, receive, and support.

   When you do go to HR ask about "Reasonable Accommodations" policies that are available to you. This is how my company phrases its policy.

   Good luck! and Best Wishes!

7. AnonymousMarch 24,2022 at 1:25PM UTC

   Check your company's intranet to see if there is any information on there regarding reasonable accommodations. This will give you a guideline of what you need to do and what you need to provide. With my company (and previous companies), we provided this information, the employee completed the documentation and included either a statement or a Dr's statement regarding the type of accommodation needed. The Accommodations team reviewed it and worked with the manager and sometimes outside organizations like Voc Rehab and JAN to determine how the accommodation could be made. Most of the time it was something relatively simple such as a chair, special lighting or keyboard, etc. If there is a request form, or when you have a conversation with HR, it is important that you tell them exactly what you need. This helps us because then there isn't a lot of guessing, asking, or poking into medical history. You did not indicate if the event is in an events center or at your offices but the event center may also have something to assist as well, if a special chair is needed. HR would them work with that company's accommodations department to assist.

   You stated that you cannot stand or sit for prolonged periods of time. If the only accommodation is that you rotate sitting and standing for 15 minute intervals, then request that and make sure they put a table (and anything else needed for the company meeting) in an area where you can comfortably and safely do this without much disruption. I have found that many people walk around during these all day meetings and many facilitators encourage it.

   If there are team-building exercises as part of this meeting, do what you can do and/or decline what you can't. With the accommodation request on file, HR and the manager will have a better idea of how you can participate and there not be expectations for participation if you can not physically do it.

   Keep in mind that you do have protections and companies are required to allow for accommodation requests and to make efforts to meet those requests. With this being a more short-term accommodation, because you are typically remote, it doesn't sound like it should be much of an issue.

   Best of luck.

8. AnonymousMarch 24,2022 at 2:24PM UTC

   Unfortunately, I have learned from reading other's comments on here that my experience from an HR professional, and prior to that as someone that qualifies under the ADA for multiple accommodations, have been quite remarkable. I haven't ever received any push back. Everyone has been extremely helpful and almost been too accommodating at points. I have also seen others take advantage of the system which is sad because it makes everyone who legitimately needs it subject to scrutiny.

   When I was in HR, what I usually heard was, "What is this going to cost us?" Well, gee.... (The Director of HR was a jerk with zero training and fewer people skills who was finally removed due to well-deserved lawsuits.) Would you rather give flextime and a sit-stand desk (that the state pays for) to an employee or pay thousands of dollars because you failed to retain a quality individual? I have discovered that the employees that seemed to have the best outcome are the ones that are the most productive, so the company is willing to bend to keep them no matter what the reason, and they can present the accommodations in a way that seem less disruptive (and expensive) to the work environment. Otherwise, the jerk would sometimes give me/us a difficult time about following federal protections.

9. Joanna PoeMarch 24,2022 at 2:41PM UTC

   Check the regulations in your state; medically necessary 'reasonable accommodations' are required by law, but the burden of proof will be on you to provide a doctor's statement of some kind.