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When, if at all, do you tell a prospective employer you have PCa?

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Posted 10/11/2009 12:07 PM (GMT 0)
Hey Sonny,
I have to disagree with one statement you made: "and could have found all of the medical knowledge that I needed for my journey by searching the net".

You can search the net all day and not find that a Depend Guard wrapper and pad is worth 45.1 BTU and 373.7 BTU respectively. That was original research performed by a certain licensed PE and only published on this site. Living where you do, you may not need those 419 BTUs for heating but you can use them for cooking. (See? There's another thing you read here first.)

I'm pretty sure this thread generated a few BTUs. I'd study that too, except I just can't figure out where to stick the temperature probes - and I'm not asking for suggestions.
Cheers,
Jeff
Posted 10/11/2009 1:00 PM (GMT 0)
Ok, gentlemen, both sides have had their shot and countershot, so let's stop the argument and get back to the topic of the thread. Bickering and arguing beyond being allowed to express your opinion is not allowed, and I think we have given you few guys your chance to present your side. Any further discussion in a negative manner will be edited by myself or one of the other monitors, without any further explanation. So don't get upset at me later if I do so, a fair warning has been made...:)

Let's get back to support and caring, ok? smilewinkgrin
Posted 10/12/2009 11:37 PM (GMT 0)
Since the job/employer would be in the UK, US laws or regulations do not apply, as far as I understand. Health care in the UK is more government-run and more liberal, as I recall, and I doubt you would be asked the health questions. However, you should be looking for a forum discussing health or employment matters in the UK where you can post the question(s). The US regulations, cited earlier in the discussion, seem reasonable to me - that you can't be asked these questions during the interview/application process but can be asked before you're hired. You'd probably be better protected in the UK - as far as pre-existing conditions are concerned with health coverage - than in the US where, even under group plan coverage, it's likely there's be a several year sitting-out period before coverage would be extended.
Posted 10/13/2009 12:22 AM (GMT 0)
Geebra,
I'll weigh into this from the point of view of an employer. If the employer is recruting you I would be honest with him. If you are looking at a position where you are one candidate of many then I would not mention it unless asked. These are hard times and as an employer I just wouldn't take the chance on someone who could increase my costs (missed days, reschedules, medical insurance increases, and retraining another if the person becomes disabled). I would not take the risks of disability lawsuits ect. that are common in today's enviornment; (being unable to fire someone because he is on disability). You would have to be heads and shoulders above other candidates for me to take this risk.
This may sound hard ass, but it's reality in making a hiring decison. On the other hand if you were already a good employee working for me I would bend over backwards to do everything to help you get through this tough period.
This is not theoritical, I have hired hundreds of executives and most of my clients have me interview their candidates for management positions. These are real concerns that employers have and certaintly enter into their hiring decisions.
JohnT
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