Basically, you don’t have to tell them, and they can only ask (or demand medical evaluation) so far as it’s a concern for doing your job- or for providing reasonable accommodation.
And no, we can’t fire you for taking a day off or calling in for a medical anything. Nor can we fire you for saying more than that.
What we can do, is keep track of every petty little thing you fuck up and fire you for stupid shit. Like you forgot to tuck your shirt in or you arrived five minutes late or whatever.
It’s dirty and it’s wrong, but it’s impossible to prove that narrative that your illness or what ever made you relapse and hurt performance.
Everyone knows it’s because you took FMLA leave, but, on paper it’s because you started showing up late again. Or whatever.
It’s depressing that the only union this doesn’t work on is cops.
It’s ADA, not HIPAA
Basically, you don’t have to tell them, and they can only ask (or demand medical evaluation) so far as it’s a concern for doing your job- or for providing reasonable accommodation.
And no, we can’t fire you for taking a day off or calling in for a medical anything. Nor can we fire you for saying more than that.
What we can do, is keep track of every petty little thing you fuck up and fire you for stupid shit. Like you forgot to tuck your shirt in or you arrived five minutes late or whatever.
It’s dirty and it’s wrong, but it’s impossible to prove that narrative that your illness or what ever made you relapse and hurt performance.
Everyone knows it’s because you took FMLA leave, but, on paper it’s because you started showing up late again. Or whatever.
It’s depressing that the only union this doesn’t work on is cops.