Posted 10/27/2024 9:15 PM (GMT -5)
Wait til the probation period is up. Personally I'd double check my hiring contract. Usually there's a clause that asks if there's anything that you know of and if that could prohibit you from doing your job. If that clause is in there... Wait until absolutely necessary... And then when I needed accommodations....I'd get a FMLA form and have my doctor fill it out. (That will give you immediate time off that companies can not ding you for if you use it.) You do not have to tell the HR when picking up the form, (it even may be on their website) or anything further or disclose any additional health information unless you need some sort of specific accommodations. They may ask you if you need any accommodations and hopefully you will be able to say not at this time. If you ever do ...At that point... You contact HR... You don't have to disclose any additional info if it's related to your first diagnosis....unless they ask. Be very specific about what you need and make sure it relates to what your doctor filled out. Many times individuals just have to say ..with my diagnosis I need to work from home, or travel less, or be closer to the bathroom. HR should be very reluctant to ask for additional info. There's so many rules and regulations they don't want to appear to be hassling you.
I'd recommend not telling any bosses, coworkers or anyone that may report any information back to middle or upper management any additional information. HR usually tells management you have FMLA but not why. (But be prepared just in case the gossip monger works in HR)
There are some companies that do use your personal information for/against you. It's just common sense...If you know someone is a good worker and they have no health issues vs. a good worker with health issues.. sometimes a manager will err on the side of caution. You want the opportunity to shine before you tell them anything.
Clo