Potential new employment: when to bring 'it' up

Rec'd a call from headhunter, and after a couple of phone conversations, I am the top candidate they are putting forward. Further, the interviewer called a former supervisor of mine (small world) who gave a glowing referral. Interview is next Tuesday. I am looking at a substantial pay rise, career advancement, and upside.

My current employer has been very good to me, a Fortune 100 company, low ins premiums, 30 days disability at 100% for my RP recovery, offered a driver to take me to RT, comp time for any appt, matching 401k etc, but undervaluing me for pay scale.

Obviously have to pencil in asking $ to incorporate a reset
Of insurance deductible and max out of pocket. But at what point do I mention my condition? My thoughts are proceed without saying anything until receive an offer, if I even get one. My treatment center would be close enough to go for a lunch hour, and I would be involved in client presentations (cue hot flash alert).

I am happy with my current position/employer. Our 3-yr contract is up in May and while we are well positioned to retain it, there is no guarantee. If we are awarded, I will very likely get a promotion/raise. If not, likely would be retained by new contractor.

I have loyalty, but, not to sound crass, everyone has their price, and I am ready to put forward mine. But I am honest to a fault and don't wish to mislead the potential new employer.

Thoughts on when to broach the subject of pre-existing conditions, sick time, etc while in negotiations for a new, higher position?

TIA,
G-

after you're ensconced in the new position and they love you.

ed

I went through this last summer/fall. I disclosed after the written offer sheet was transmitted, when the question was asked, "Is there anything you need to tell us?" Now, at that point I was 18 months or so out from RALP, with no issues. You're in the middle of treatment, so that's a little stickier.

This sort of thing is a big reason HIPAA laws exist. They can't ask, and you're not obligated to tell. They can certainly search social media and so on to see what you're involved in, even if they don't tell you they're doing it.

Unless it creates an insurmountable problem somehow in the new job, one that can't be handled by a "reasonable accommodation", it's just not a factor.

I've had my current job almost 19 years I drive a truck and deliver to McDonald's. It's a fairly physical job. When I got this job I believe I was obligated to inform them of my medical condition. I've had a pacemaker since 1986. It didn't deter them. I've had 2 pacemaker replacements plus 1 lead replacement since coming to this company.

I was afraid that with my pre existing condition that I wouldn't be hired. Like you, I like to be up front and I'm glad I told them about my medical history.

As you know, a lot of people don't think pc is all that bad to live with. You have it and just live with it. We know better. If you act like it's no big deal then it won't be.

Are you anticipating that you will have "performance problems" which you would link to your disease?

Lots of good advice here, and I see different points.

A couple things to note. I am only 5.5 weeks out from RP, and have not yet started HT (probably early April) or RT (start is probably 2-5 months out). I am not anticipating performance being affected. OTOH, I cannot foresee how strong my SEs will be.

Also, it is an office job, so not physically demanding.

My current employer has been VERY understanding. No questions when I need time off for appointments, lets me do my work, very lenient on when I come and go.

Redwing57 said...
This sort of thing is a big reason HIPAA laws exist. They can't ask, and you're not obligated to tell.

This is good to know. I will need to look up the statutes.

Multiple federal laws including Section 504 and the Americans with Disabilities Act (ADA) make discrimination against people with disabilities and health conditions illegal. The prospective employer cannot use your PCa against you in its hiring decision As long as you will be able to perform the required duties of the job with reasonable accommodations, you are under no legal obligation to bring your health condition up before getting hired.

On the other hand, it is a personal thing as to whether you feel revealing your condition would be the ethical or right thing to do. If you would be bothered by not doing so, by all means, you should absolutely follow what fits with your moral compass. Your health status can legally have no bearing on whether you get the job. Unfortunately though, you do have to consider that no matter how well-meaning and ethical the hiring team may be, if it is between you and another 100% healthy guy and you are both equally qualified, when aware of your situation, the team may self-consciously find something they just like about the other guy better. That is completely legal.

RealisticOptimist said...

Redwing57 said...
This sort of thing is a big reason HIPAA laws exist. They can't ask, and you're not obligated to tell.

This is good to know. I will need to look up the statutes.

Start HERE

John T said...
Being on HT and still undergoing RT treatments will definitely affect your work and work schedule.

How so, John T?

As I mentioned, once I start RT, my clinic would be a 15 minute drive. Is 30 mins not adequate to get a treatment? I understand there may be more dr office visits that a typ employee.

Does HT and RT affect mental acuity? It was my understanding, among other things, main SEs were hot flashes, weight gain, muscle mass loss, bone density loss.

It is a construction estimating position.

RealisticOptimist said...
Does HT and RT affect mental acuity? It was my understanding, among other things, main SEs were hot flashes, weight gain, muscle mass loss, bone density loss.

RealisticOptimist,

I'll let someone else answer regarding RT. I haven't been there yet but from my understanding, you may be more tired at some point but it shouldn't interfere with your job performance otherwise. I have been on HT since August. I was very worried that the HT might affect my ability to do my job. My job isn't physical but it does take concentrated mental acuity, focus, organization, and planning. I've had no problems whatsoever (so far anyway). I completely changed my diet like you and started working out 5-7 days a week since I started ADT. Doing this, I've actually lost weight and inches around my middle, and haven't seen a noticeable drop in muscle tone while on ADT. My only thing on ADT is that by 8 pm I am ready to hit the sack while prior to it I could stay up easily to 1:00 am. So, don't get frightened yet by the ADT. Everybody reacts differently to it.

RT will cause fatigue. HT does affect cognitive abilities to some extent. Your ability to travel if work requires it will be affected by your RT schedule.
It's a matter of trust. If I hired you and later found out you were not forthright I would never again trust you, not a good start to a working relationship.
This has happened to me twice in my career, and it did not work out well for the individual involved.
It is always the best policy to be honest with the people you are working with. Again, only disclose after you are offered the job. If you are good, most employers will make an effort to work with you. It will also tell you a lot about your employer if he pulls his offer; you would not want to work there.