Planning ahead can make your work time easier during your UC treatment transition, says Alreen Haeggquist, a managing partner at a law firm in San Diego, that specializes in employment issues, discrimination, harassment, and accommodation for disabilities.
As someone with UC herself, she understands that workplace accommodations are sometimes necessary. She says you should plan to initiate the conversation with your boss or human resources department — don’t expect them to check in and see what you need. She recommends you learn about your rights before that talk takes place. There are two protections that will figure most prominently for this.
Americans with Disabilities Act (ADA) This law prohibits discrimination and ensures equal opportunity for people with disabilities and certain chronic conditions. Under the ADA, if your employer has more than 15 employees, they must consider reasonable accommodations if UC is significantly affecting your ability to work.
Family and Medical Leave Act (FMLA) This law provides up to 12 weeks annually of unpaid, job-protected leave per year for serious health conditions. A key consideration here with a treatment transition period is that you can take intermittent FMLA leave, says Haeggquist.
“That means you can divide the equivalent of 12 weeks into smaller parts,” she explains. “You don’t need to take all 12 weeks at once.” For example, if your gastroenterologist recommends getting twice-monthly infusions, the two days per month you’ll take off for that process will count toward your 12-week total. But your employer can insist you use any sick or personal days you have available first.
In general, Haeggquist recommends understanding what type of accommodations you might need and discussing them with HR before you change medications to ease any concerns about work performance.
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