UC and Employment: Do you disclose to your supervisor?

This is actually a good question. I'll be paying attention to this thread. There's got to be some protection under the ADA. How you actually get technically registered and request reasonable accommodations (i.e. time off for doctor appointments) I haven't the faintest idea how the process works and how flexible an employer must be through the ADA. This website could perhaps be of some use?

http://www.ccfa.org/assets/pdfs/employment-and-inflammatory.pdf

What type of work do you do? I think the way in which you bring it up will depend on that, and your work culture. For instance, do you get to speak directly with your boss or do you communicate with HR reps instead. Also, do you have any time off that you could use to rest/get to the doctor? Sounds like you need it.

I just recently told my supervisor in February (flaring since Nov. 15). I work in retail, so at that point my health was seriously affecting my ability to work. I was always late and then running off the floor to use the bathroom. I had been so close to quitting because it was just getting to hard to go to work and we have a small staff so my inability to keep up was obvious. And I was nervous to tell the manager since I had only worked with him since November, and I was scared it would give him a reason to replace me. But I finally did tell him, he was concerned and understanding...and then of course, he got transferred and we got a new manager...

Luckily, the former manager mentioned to the new one that I would need scheduling accomodations, and then I told him what was going on as soon as he started. He reduced my schedule to 3 days a week instead of 5. It's not optimal--because now I make so little money and will not qualify for benefits or paid time off anymore. But at least I have the ability to get to my weekly iron IV's and my doctor's appts, and to rest.

I'm worried that even when I'm better I will not be able to get those hours back... But they were pretty understanding (so far...we'll see how it goes). I'm keeping them posted and have told the manager that I should be back to full availability by May (I originally said April...hoping for the best still though).

My advice:
1. definitely tell the person in charge of your scheduling so they are aware and do not get the wrong idea about absences/latenesses.
2. don't tell anyone who doesn't need to know, so you have control over your info.
3. emphasize the seriousness of your condition--it's easy for us to be "invisible" and push ourselves along but make sure they know that being sick impacts your ability to work.
4. emphasize that once your disease is under control, you will be back.
5. see your doctor and see if there's anything else you can do to get this under control.

My experience is a little less formal just because of the environment that I work in, so yours may be totally different. But I totally understand your concern and I wish you the best :) Also, I hope you feel better soon!

There are some here who work as teachers, a police officer, an airline stewardess, a long haul trucker all come to mind. Certainly jobs without immediate access to a bathroom when uncontrollable uc urgency strikes would undoubtedly be harder to do. But with a teacher's aid (or teacher available to cover for you), deskwork, or other accommodations when uc gets bad it's possible.

A lot of office workers here, as well. A little easier to use bathrooms whenever needed.

Generally uc is only occasional trouble and most occupations are possible. I hate to use uc as an excuse to not fulfill a dream. That said, there's certain jobs I'd not want to do since having uc.

I do tend to tell my employers just because it makes it feel better to have it out in the open so that they hopefully understand rather than keep it a secret. For example, if I suddenly and unexpectedly have to go to the hospital, I don't want them not knowing the backstory. That being said, I don't tell people in interviews for fear that I will be discriminated against, and usually wait a few months until I feel relatively comfortable having that conversation (although it's never easy). It's a fact of life that people get sick, trust me I didn't choose it either, and if someone's going to fire me for that then as hard as that is for me then it probably wasn't the job for me. I can't work in companies that aren't understanding or have a "your personal problems are personal", if we weren't required to spend the large portion of our life at work then that may fly, but I can't pick and choose when my illness presents itself.

You could although proving it would be extremely difficult. Unless someone out and out has a go at you for your condition and then fires you, or gives you a warning for being sick, however even the ******s won't do that, they'll just make your life hell and say it's a performance issue

I would never ever mention uc during an interview, unless having uc somehow makes you more likely to get that job (like maybe applying for a nurse job in an IBD office, having first hand knowledge might make you the best candidate).

There's advantages to having uc on file within your hr office, don't have to worry when you flare. It can be filled when needed, as well, it's pretty quick. I don't think there's a right or wrong answer, it's whatever you think is best.

Employers can be sneaky and there's plenty of gray area to work within. Like most of us are "at will employees", meaning either us or the employer can terminate the contract without giving a reason for said action.

I think most employers are sympathetic and try to help some. Even healthy folks can have sick/injured children, or they themselves get hospitalized, and they're equally accommodated. But think of it that way, employers look at uc the same way: if your uc is too frequent of a reoccurring problem that results in your job not getting done or done well, then there's a serious problem. A reasonable accommodation is something that has minimal impact on them.

And hey, if they give you special accommodations at work due to your uc then give a little extra back in return. Like volunteer for extra responsibilities, make sure your work stands out as being exceptional, or work the occasional long day to get things done when it's needed. In the end, that's what keeps us employed and keeps the good will going. If we're outgoing to help them, they'll help us equally in return. But if you're nothing but a pain in their butt, don't pull your own weight, and take your requests too far then they can return ill-will instead... I'd prefer goodwill.

When I was once in my worst flare, I decided to tell my employer. I am a civil engineer and was out on job sites often. It was getting really bad for me and I was scared I was going to have to go to take time off. However, I followed David Klein's diet religiously and was out of the flare within 30 days. It felt good to tell my employer and not stress out about that situation. I was able to just focus on healing and I took it easy at work. I'm not necessary recommending David Klein's diet, I don't think it is sustainable but it did get me out of a very bad flare, and his book is very uplifting and hopeful. And I do only mention it because this is around the first and only time I told my employer. Bottom line is I felt a sense of relief after telling my employer because I didn't have to stress about it anymore.