Do I tell my new boss / employer? I've been at my new Jon less than 2...

Do I tell my new boss / employer? I've been at my new Jon less than 2 months.
After having some similar symptoms from when I had a stroke 5 years ago, I went to the ER. They did tests including a brain scan and have found I have a deteriorating brain vessel condition. I was fortunate to not have any real distinguishable signs from my stroke, so my employer doesn't know I've had a stroke. My boss knows I was at the ER as I left during work.
I... Show more

Brent Williams

Brooke Frederickson The thing that I would suggest is to not just tell them, but come to them with solutions. Do you think that you can still do the job with disability accommodations? What accommodations do you need? Do you feel you might excel better in a different role? Do you feel like you can do 90% of the job but are struggling with these tasks that maybe someone else could do? I am sorry that you are going through this.

Guest Insider As someone who had to tell a fairly new at the time employer that I had a brain tumor AND that it needed to come out; it’s hard, but do it. Your concerns are absolutely valid. I agree with those who’ve already said be transparent, you might be surprised. That was my experience. Very supportive both employer and client (third party mgt firm and I oversee just under 3k units. I’m nearly five years with the company and three years from my brain surgery.
Good luck to you. 🫶🏼

Brooke Nuber-Soldate Tell your doctor about how your symptoms affect your job and ask what accommodations they may recommend from a medical stand point. There may be tools or aids they can recommend to you or your employer to help you continue to do your job successfully. I would tell my employer before there's any effects on my performance so they can know what to look out for and support you as needed. Get a doctors note and get it to your employer/HR so you can protect your rights as a disabled worker. Struggling without that protection can be more detrimental than just telling the truth and you may be surprised what options you have when you are transparent with what you're struggling with.
Discrimination based on your disability is a very real possibility, but having a paper trail will protect you.
I know coming to terms with your medical condition meeting the level of "disability" is hard. The idea that so many people have it worse or "it's not THAT bad" will not serve you and it does not change the... Show more

Tell your doctor about how your symptoms affect your job and ask what accommodations they may recommend from a medical stand point. There may be tools or aids they can recommend to you or your employer to help you continue to do your job successfully. I would tell my employer before there's any effects on my performance so they can know what to look out for and support you as needed. Get a doctors note and get it to your employer/HR so you can protect your rights as a disabled worker. Struggling without that protection can be more detrimental than just telling the truth and you may be surprised what options you have when you are transparent with what you're struggling with.
Discrimination based on your disability is a very real possibility, but having a paper trail will protect you.
I know coming to terms with your medical condition meeting the level of "disability" is hard. The idea that so many people have it worse or "it's not THAT bad" will not serve you and it does not change the fact that you know and feel effects that impair performance. You deserve protection and the protected class your situation falls under can best be described as disabled.

Melinda Sharp First off, you are brave and I am sorry for your having to endure this. Can this condition be considered a disability? You can to look out for yourself, especially if you work alone onsite. It’s up to you whether or not you disclose your medical issue.

Guest Insider I agree. A reasonable accommodation would be warranted.

Megan Goodmundson Wishing you all the best in your health issue and navigating it related to your job. Praying for you 🙏 🙏

Guest Insider I am a below the knee amputee so my disability is obvious. But I did interviews zoom and teams and didn't tell. Workforce advised me not to tell them if I didn't have to. What if they give you push back and then.opinions start to form. It's your choice to tell but if you can do your job with no problems and very reasonable accommodations then I would just let it be. Unless your doctor has asked you to request a less stressful job then I would let it be.

David Troup I’d probably agree that you shouldn’t tell them while you’re interviewing if you can avoid it, because you hopefully avoid being discriminated against. But I think it’s different once you are an employee.
I agree with the comments that advise providing documentation of the disability (so the company is on record as knowing it is a disability) and asking for whatever accommodations or changes are needed. I think most people are going to want to help, but even if the company is not initially supportive, they have a legal obligation to provide reasonable accommodations and the penalties for failing to do so can be quite severe.
I have had health issues arise with people at my own properties and we always try to figure out how to make the situation work for all involved. The impact on the business usually pales by comparison to the impact on the affected employee, and I’ve always appreciated them coming to us with their situation so we could work together to find a solution for the job... Show more

I’d probably agree that you shouldn’t tell them while you’re interviewing if you can avoid it, because you hopefully avoid being discriminated against. But I think it’s different once you are an employee.
I agree with the comments that advise providing documentation of the disability (so the company is on record as knowing it is a disability) and asking for whatever accommodations or changes are needed. I think most people are going to want to help, but even if the company is not initially supportive, they have a legal obligation to provide reasonable accommodations and the penalties for failing to do so can be quite severe.
I have had health issues arise with people at my own properties and we always try to figure out how to make the situation work for all involved. The impact on the business usually pales by comparison to the impact on the affected employee, and I’ve always appreciated them coming to us with their situation so we could work together to find a solution for the job issues.

Jessica Siderius Sorry you are struggling with this. I would be as transparent as possible and I bet you will be surprised by their embrace and support.

Guest Insider Hire an attorney who will give you legal guidance.

Brenda Barmann You probably aren't eligible for fmla until after 12 months. I would wait so you can be protected and ask for accommodations

Guest Insider Just remember - you don't have to be perfect. I had an amazing boss with dyslexia - I would look over the reports to help catch the issues. We worked as a team. Maybe just letting your team know will empower them to help you. Your strengths outweigh your weaknesses. Just a thought

Guest Insider I have a brain disease, diagnosed in 2022 and I have been very transparent with my boss. I try not to miss very often but sometimes it’s unavoidable; either way I have PTO to cover when I am out sick.
Sometimes I struggle with brain pain and sometimes cognitively when I have too much fluid pooling in my skull but I push through it or on rare occasion -ask for help if needed.
My colleagues been nothing but supportive throughout and I have even mentioned the possibility of getting a shunt, which is having brain surgery down the road so it won’t be a surprise when the time comes.
I would be honest if there’s a chance they will eventually find out anyhow. You don’t have to be perfect to be good at your job.

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