i have recently had 2 seizures (even though i am on medication) which i know is due to work stress as my biggest triggers are stress and lack of sleep. my employer cut my hours which will now put me in financial difficulty when they were not meant to be allowed to as i had been told in july the extra 4 hours were now part of my contract my supervisor was also told this by the store manager. they then tried to change my shift patterns to which i said no as had other people yet it was only my shift was changed on the rota ( luckily when i explained no again the issue seemed to be dropped) i had informed a manager i was very stressed and that could trigger a seizure yet no adjustments were made and no offer of support was made. my manager seems very keen to get rid of me and after being signed off this week by a doctor after my seizure i am concerned when i return to work my employer is going to try ad dismiss me. is this allowed? i also realized my employer has never asked me about my epilepsy or done a risk assessment or even asked what to do in the event of a seizure could i complain to the union about this?
Stress at work + epilepsy question...
- Thread starter blondiee
- Start date
Welcome to the Coping With Epilepsy Forums
Welcome to the Coping With Epilepsy forums - a peer support community for folks dealing (directly or indirectly) with seizure disorders. You can visit the forum page to see the list of forum nodes (categories/rooms) for topics.
Please have a look around and if you like what you see, please consider registering an account and joining the discussions. When you register an account and log in, you may enjoy additional benefits including no ads, access to members only (ie. private) forum nodes and more. Registering an account is free - you have nothing to lose!
AlexC
New
- Messages
- 48
- Reaction score
- 0
- Points
- 0
Yes, talk to the union. I have a similar situation, and have been having meetings with my HR rep. He's working with the corporate office to see about ADA/FMLA laws that can help me. Changing of shift patterns was one of the things that was discussed by corporate to me and the rep. It is good if your seizures only happen in the morning or only in the evening. As mine are completely unpredictable, that option doesn't work for me, but it might for you. Get buddy buddy with your Union rep, HR, and whoever else is working on this with you. Lastly, yes, please talk to them about a plan of action! They legally can't bring it up, so you have to do it. I hope this helps. *hugs*
sjconner
New
- Messages
- 277
- Reaction score
- 0
- Points
- 0
Yes ... absolutely talk to the union! Under ADA your employer has to make reasonable accommodations. I am the president of our local MEA/MFT; my union guy from the state is more than willing to take on my employer. So far my work place has been very supportive. Don't forget your Weingarten Rights. I copied this from Wikipedia.
Weingarten Rights
From Wikipedia, the free encyclopedia
In 1975 the United States Supreme Court, in the case of NLRB v. J. Weingarten, Inc., 420 U.S. 251 (1975), upheld a National Labor Relations Board (NLRB) decision that employees have a right to union representation at investigatory interviews. These rights have become known as the Weingarten Rights.
Weingarten card[edit]
The following is an example of a card which an employee can either read or present to management prior to a meeting with management where the employee believes that discipline or termination may result:
"If this discussion could in any way lead to my being disciplined or terminated, or affect my personal working conditions, I respectfully request that my union representative, officer, or steward be present at this meeting. Until my representative arrives, I choose not to participate in this discussion."
During an investigatory interview, the Supreme Court ruled that the following rules apply:
Rule 1: The employee must make a clear request for union representation before or during the interview. The employee cannot be punished for making this request.
Rule 2: After the employee makes the request, the employer must choose from among three options:
grant the request and delay questioning until the union representative arrives and (prior to the interview continuing) the representative has a chance to consult privately with the employee;
deny the request and end the interview immediately; or
give the employee a clear choice between having the interview without representation, or ending the interview.
Rule 3: If the employer denies the request for union representation, and continues to ask questions, it commits an unfair labor practice and the employee has a right to refuse to answer. The employer may not discipline the employee for such a refusal.
Weingarten Rights
From Wikipedia, the free encyclopedia
In 1975 the United States Supreme Court, in the case of NLRB v. J. Weingarten, Inc., 420 U.S. 251 (1975), upheld a National Labor Relations Board (NLRB) decision that employees have a right to union representation at investigatory interviews. These rights have become known as the Weingarten Rights.
Weingarten card[edit]
The following is an example of a card which an employee can either read or present to management prior to a meeting with management where the employee believes that discipline or termination may result:
"If this discussion could in any way lead to my being disciplined or terminated, or affect my personal working conditions, I respectfully request that my union representative, officer, or steward be present at this meeting. Until my representative arrives, I choose not to participate in this discussion."
During an investigatory interview, the Supreme Court ruled that the following rules apply:
Rule 1: The employee must make a clear request for union representation before or during the interview. The employee cannot be punished for making this request.
Rule 2: After the employee makes the request, the employer must choose from among three options:
grant the request and delay questioning until the union representative arrives and (prior to the interview continuing) the representative has a chance to consult privately with the employee;
deny the request and end the interview immediately; or
give the employee a clear choice between having the interview without representation, or ending the interview.
Rule 3: If the employer denies the request for union representation, and continues to ask questions, it commits an unfair labor practice and the employee has a right to refuse to answer. The employer may not discipline the employee for such a refusal.
cadsgj
Stalwart
- Messages
- 457
- Reaction score
- 32
- Points
- 103
One thing I see as a big plus is the Union! Me, this last April, my place of employment let me go, mainly due to seizures. They figured out a reason stating they were getting rid of my position - big lie - all they did was change the name of my position and rehire. With the union, that is a HUGE plus in keeping ones job. If only I had a Union to go talk to. Best of luck for you all around here.