Hello all,
I am newly dx with CIS while in the middle of a flare/exacerbation which I believe has been pretty mild (numbness on skin, no feeling in fingertips, MS hug/tonic spasms, L'Hermittes). My immediate chain of command is aware of the dx, as it came out with my direct supervisor during the testing phase (and he disseminated up the chain, against my wishes but that is a different story). He came to me yesterday basically telling me that they all think I need to go to HR and start the process for reasonable accommodations, so basically I am being forced into it but upon reflection, it's actually not a bad idea to protect me down the line. At this point, the only things I have needed were time off without much, if any, advanced notice for doctors appointments, and I had some medication-change related fatigue and headache a few weeks ago which seems to have resolved. I start on Gilenya in a couple of weeks, and am curious as to how it will affect me, particularly in the first couple of weeks taking it. So basically at this point, the only "accommodations" I have needed is flexible leave (leaving the office early due to fatigue and headache, time off for appointments, that sort of thing). My office already has a pretty flexible attendance policy and I am on a flexible schedule that already allows for such things.
I work for the federal government, so HR policies are very by the book, OPM guided, which is all good. I work as an attorney with a lot of time sensitive and stressful assignments. Getting accommodations in place helps to protect my and them when it comes to assigning work, etc. So my question is this:
When I go to HR to discuss this, what sort of things should I discuss as possible accommodations? Other than setting in place even more flexible leave and expanded medical telework (in the case of fatigue coming back, working from home takes less out of me than coming into the office for a full day, and I already so some limited telework). At this point, my symptoms are minor, and well managed. I do wonder what the Gilenya will do initially, and unfortunately with the unpredictability of MS, who knows what may come down the line. I DO know that stess exacterbates is, and my current exacerbation came on just on the heels of me coming off a very stressful trial, so having accommodations in place could assist as far as future stressful trial assignments (maybe assigning me the less stressful ones?).
Anyway, thoughts on things to discuss with HR?
I am newly dx with CIS while in the middle of a flare/exacerbation which I believe has been pretty mild (numbness on skin, no feeling in fingertips, MS hug/tonic spasms, L'Hermittes). My immediate chain of command is aware of the dx, as it came out with my direct supervisor during the testing phase (and he disseminated up the chain, against my wishes but that is a different story). He came to me yesterday basically telling me that they all think I need to go to HR and start the process for reasonable accommodations, so basically I am being forced into it but upon reflection, it's actually not a bad idea to protect me down the line. At this point, the only things I have needed were time off without much, if any, advanced notice for doctors appointments, and I had some medication-change related fatigue and headache a few weeks ago which seems to have resolved. I start on Gilenya in a couple of weeks, and am curious as to how it will affect me, particularly in the first couple of weeks taking it. So basically at this point, the only "accommodations" I have needed is flexible leave (leaving the office early due to fatigue and headache, time off for appointments, that sort of thing). My office already has a pretty flexible attendance policy and I am on a flexible schedule that already allows for such things.
I work for the federal government, so HR policies are very by the book, OPM guided, which is all good. I work as an attorney with a lot of time sensitive and stressful assignments. Getting accommodations in place helps to protect my and them when it comes to assigning work, etc. So my question is this:
When I go to HR to discuss this, what sort of things should I discuss as possible accommodations? Other than setting in place even more flexible leave and expanded medical telework (in the case of fatigue coming back, working from home takes less out of me than coming into the office for a full day, and I already so some limited telework). At this point, my symptoms are minor, and well managed. I do wonder what the Gilenya will do initially, and unfortunately with the unpredictability of MS, who knows what may come down the line. I DO know that stess exacterbates is, and my current exacerbation came on just on the heels of me coming off a very stressful trial, so having accommodations in place could assist as far as future stressful trial assignments (maybe assigning me the less stressful ones?).
Anyway, thoughts on things to discuss with HR?
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