“How should I inform HR about my need to attend frequent medical appointments in Texas while still on probationary period for a remote job due to a recent seizure episode? #medicalappointments #HR #Texas #seizureepisodes”
Background:
- Recent seizure episode led to remote job to minimize driving
- MD has not cleared return to work
- Employer aware of medical condition
- Probationary period still ongoing
- Concerns about ‘at will’ employment in Texas
Question:
How do I communicate the need for time off for medical appointments to HR during my probationary period in a remote job due to seizure episodes?
Points to consider:
- Be upfront and honest with HR about medical situation
- Highlight the need for regular appointments and seek accommodations if possible
- Clarify any concerns about ‘at will’ employment in Texas
- Ensure documentation from MD is provided to support medical needs
ADA. You engage with HR in the reasonable accommodation process for accommodations for the medical appointments. This sounds reasonable on the surface to me.
If you have PTO to use, put in a request per their usual policy. There’s no reason to overcomplicate it
If it is declined OR you don’t have PTO, then you will need to request a reasonable accommodation under the ADA. See askjan.org for information. If this employer has fewer than 15 employees, they are not subject to the ADA.
As someone who also has epilepsy, ADA would apply here. It’s a reasonable accommodation. If your hourly they may have you use PTO for these spots and if your salaried, they will probably let you make up the time earlier or later in the day or week.
Intermittent leave for chronic conditions is also eligible for FMLA, which gets you 480 hrs a year of protected unpaid leave (employer can choose to pay you)
ADA. You don’t qualify for FMLA so you’d ask for intermittent leave as a reasonable accommodation.
If you’re unsure how to approach, check out askjan.org for some guides and templates. They’re a great resource!
And for future reference, most ATA separate voluntary disclosures like gender, sexuality, disability, race/ethnicity from your application. Very very few people have access to that information but HR departments use it to see what their population needs are, calculate adverse impact, track DEI stats, etc.
It’s okay to check refuse to disclose and then request an accommodation. It happens a lot.
As others are saying, use the ADA process. As to the disability question when you applied, that is basic information the government requires companies to track from applicants but is not considered or looked at for hiring decisions (or at least it shouldn’t be) so you have nothing to worry about there.