Hi everyone, I’m hoping to get some advice or perspective from anyone familiar with workplace leave due to chronic illness.
I’ve been dealing with health issues for several months after developing valley fever, as well as a gastrointestinal disorder called SIBO/IMO, at around the same time. Unfortunately, my doctors didn’t test for these things right away and I had to heavily advocate for myself that something was wrong, so it took a while before I was properly diagnosed and treated. Because of that delay, I’ve been sick for about 8-9 months and recovery has been slower than expected. I can’t even start the SIBO treatment until I get rid of valley fever, as I’m asthmatic and it can be life-threatening (went to ER three times within 2 months).
I took about 4 weeks of ADA leave late Feb/early March and after a lot of miscommunication with my job’s Leave department, I returned to work briefly after my employer required a fitness-for-duty form, and sent me an email threatening disciplinary action if I didn’t return to work on the return date. However, my symptoms have continued and I’m still having difficulty performing my job consistently. It’s operations/office work but it’s fully on-site and with all of my symptoms, getting through a full workday has been a stress-inducing marathon!!
I recently went through the ADA accommodation process again, requesting a leave extension. I also had my doctor complete paperwork explaining that I’m I need of consistent rest, as valley fever, alone, is known in this region (East Valley Arizona) to be a chronic, systemic illness, and I’m not currently able to perform my job functions and need additional medical leave to recover. My employer’s leave department reviewed the request and told me they will NOT be able to accommodate additional leave and that we may need to discuss “job displacement” if I can’t return to work. I have been with this company for over 5 years, I’d been previously promoted, I’m great at my job, have great work ethic and just want to get healthy so I can get back to it.
Right now I’m waiting to hear back from them about next steps but I’m feeling pretty anxious and trying to figure out what my options are. It’s frustrating because I’ve known people in my department to take several months off for various things (none of my business but these people have disclosed these things to me) and I would never say that to HR or Leave but again, I’m stressed out and frustrated.
Has anyone here experienced something similar… dealing with workplace leave issues when your FMLA time was already used, and additional ADA accommodations were denied? I’d really appreciate hearing how others handled it or any advice you might have.
Thank you, in advance!
*****EDIT: my previous FMLA leave was not continuous, just intermittent so I was only off continuously for 4 weeks. I was also approved to use my UNUM benefits for some of that time. But the way it was described by Leave confused me and my managers. Reading some comments, the FMLA/ADA differences are SO clear now! Not sure why Leave couldn’t explain it like that but thank you!! 🙏 ****