Tough situation, fmla question

Hey guys,

I know I'll be setting up an appointment with hr to see what they suggest, but I wanted to check in here first and see if any of you have had expirience with this.

So to try and cut a long story short I've been with my employer almost 5 years. It's an administrative/customer service position, which I typically enjoy though recent short staffing has made it a little more stressful.

Oct 2014-dec2014 I was out on fmla after going to the er for my gallbladder and having the shenanigans drag out for way longer then I thought possible. Everything was approved but used the entire 12 weeks of fmla.

My supervisor is aware I've been in bad shape ever since returning (severe flares out of nowhere, most recently lasting months and landing me in the er last week), as well as that I'm stretched too thin within our dept; and has been attentive when I mentioned the work load was not on the edge of not feasible and that we should sit down to help prioritize tasks. To clarify work doesn't really add to my stress I just get frustrated with the lack of options my doctor provides to allow me to gain some quality of life back. I have a rheumatologist I'm going to ask to be referred to, she supposedly is very good in term of the integrative approach which I think we can all agree we'd like to see more of in regards to fibro.

I've had to miss 5 days this august, thankfully 2 were put in as pto with short notice. I feel terrible knowing that as of right now I can't consider myself the reliable employee I have been in the past. My supervisor hasn't made it an issue, probably due to the fact that he knows what condition I'm actually willing to drag myself into work in LOL. I'm wondering if I should even involve hr while my supervisor and I are on such good terms even in regard to these occurrences.

I had called fmla to attempt to apply for intermittent leave, especially since my doctor already prefilled the dept. of labor fmla paperwork, but just received a denial by email due to having exhausted the 12 weeks allowed during a rolling 12 months. I mean part of me understands and sitting there like well now what, and the other side thinks there has to be something more.

Is there any way that an emergency leave for surgery and an intermittent leave due to a chronic illness could be counted seperately? I just know that if my doctor and I can find an approach that helps me even slightly, I'll be able to be more reliable again. Is that even reasonable, it's a larger company and the team is getting temporary assistance which could be temporary through to next spring.

I'm concerned of what my options may be. I was reading something about the ADA which could allow for reasonable accommodation due to a disability in addition fmla? At least that way I have some time to make the adjustment. I don't know. Any thoughts are appreciated.

I would go with ADA. Talk to HR and get the ball rolling on the forms.
I did it with my last job on getting the fluorescent lights covered and being able to sit down some while teaching.