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The doctors' notes should be enough for the company to provide you with a better schedule...I would keep good notes about everything that happens...I would continue to talk to HR about the issues that you are having...and again...take good notes...you might just want to fill out the FMLA (to protect your job if you are having to miss work)....THIS IS REALLY IMPORTANT, for you sake..
Unfortunately, I also had a very bad experience with the company I worked for...and I was there for over 14 years...so I know what you are going through..
Hang in there and try to work out the problems...
Good luck and take care..
MiMi
My personal exchanges are Vitamin D and Pain and Wrath of the Dragon....if you care to visit..
I wonder if you can find the energy to start looking for a different job in town. You would have to take your time and keep quiet about it at work of course.
I had a great job that went sour with a new boss. I did not get out of the situation in time and got very ill from the over-working and stress. I hope you can change things and get away from the negative environment.
In the meantime, be sure to simplify the other aspects of your life, and find plenty of time for light exercise and rest. Best of luck to you!
Margaret
This is how I survive my crazy work week. I now care for 2-3 departments and I never stop moving all day. I just bought "Orthaheels" from QVC to see if that support alligns me better and the legs and feet follow with the back...if this works i am changing over to this company.
Now I wear Merrills....best for me.
Being proactive to care for you is a must. Being angry and adding tension in your life gives you an increase in stress which will put weight on you and steal energy from you.
I feel at times God is closing a door for me and showing me it is time to move on...and then that window shows itself and I am RIGHT WHERE I BELONG. So maybe a change is in order. Change is never liked but it can be SO RIGHT when the transition is over.
Think about it. I agree with all above. Business is business today (few Mom and Pop stores). I am watching something unfold right now at work that is interesting.....little support for someone. I ask for little (I just keep trying to re-invent myself to stay above water). Look into some fixes for yourself, this is tough stuff....no doubt about it. So glad you have your husbands support so you have everything then!**
Imagine no DH behind you and the job twisting you up? It happens here...breaks us all up. We know how hard this diease is. I applaud you for two thngs, coming here to dump...leave poor DH alone now...we will here the ouches on a daily basis....and that you are still out in the work force trying to survive. Keep fighting the muscles and move....just be at top shape. Hydrated, well fed, no diet sodas, supplements covered, Vit D replaced, meds right.
I have a supportive staff but they still don't understand it all...and I am in medicine. No one gets this but us. TRUTH..
I just say...bad day and stay to myself more when I am in trouble....the distraction at work is amazing though to help me put it aside...then going home I seize up and am useless alot, but I made my day. Smile on and work done....
I wish you all the luck in this issue. Document and try and be creative to survive.....you are not the only one who had this happen to them. (((hugs and hugs)))) Nancy B
The Americans with Disabilities Act of 1990 (ADA) makes it unlawful to discriminate in employment against a qualified individual with a disability. The ADA also outlaws discrimination against individuals with disabilities in State and local government services, public accommodations, transportation and telecommunications. This booklet explains the part of the ADA that prohibits job discrimination. This part of the law is enforced by the U.S. Equal Employment Opportunity Commission and State and local civil rights enforcement agencies that work with the Commission.
What Employers Are Covered by the ADA?Job discrimination against people with disabilities is illegal if practiced by:
- private employers,
- state and local governments,
- employment agencies,
- labor organizations,
- and labor-management committees.
- all employers, including State and local government employers, with 25 or more employees after July 26, 1992, and
- all employers, including State and local government employers, with 15 or more employees after July 26, 1994.
Because the ADA establishes overlapping responsibilities in both EEOC and DOJ for employment by State and local governments, the Federal enforcement effort is coordinated by EEOC and DOJ to avoid duplication in investigative and enforcement activities. In addition, since some private and governmental employers are already covered by nondiscrimination and affirmative action requirements under the Rehabilitation Act of 1973, EEOC, DOJ, and the Department of Labor similarly coordinate the enforcement effort under the ADA and the Rehabilitation Act.
go to website: www.eeoc.gov/facts
Hope this helps in some way...
The Americans with Disabilities Act of 1990 (ADA) makes it unlawful to discriminate in employment against a qualified individual with a disability. The ADA also outlaws discrimination against individuals with disabilities in State and local government services, public accommodations, transportation and telecommunications. This booklet explains the part of the ADA that prohibits job discrimination. This part of the law is enforced by the U.S. Equal Employment Opportunity Commission and State and local civil rights enforcement agencies that work with the Commission.
What Employers Are Covered by the ADA?Job discrimination against people with disabilities is illegal if practiced by:
- private employers,
- state and local governments,
- employment agencies,
- labor organizations,
- and labor-management committees.
- all employers, including State and local government employers, with 25 or more employees after July 26, 1992, and
- all employers, including State and local government employers, with 15 or more employees after July 26, 1994.
Because the ADA establishes overlapping responsibilities in both EEOC and DOJ for employment by State and local governments, the Federal enforcement effort is coordinated by EEOC and DOJ to avoid duplication in investigative and enforcement activities. In addition, since some private and governmental employers are already covered by nondiscrimination and affirmative action requirements under the Rehabilitation Act of 1973, EEOC, DOJ, and the Department of Labor similarly coordinate the enforcement effort under the ADA and the Rehabilitation Act.
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