Well the ADA or Americans with Disabilities Act allows you to reveal your inability at any time to your authority. Experts suggest disclosure must be done very purposefully. For instance, say you are a young high powered employee with a slowly developing disease, such as HIV/AIDS or multiple sclerosis; you may wish to wait to disclose this information. However, whether or not you disclose your disability, there will be implications for both the employee as well as the employer. If you tell, then receive favouritism then that is wrong. It is also bad if you do not tell and spend each and every workday feeling frustrated and pressured due to your circumstances.
Before disclosure, employees should have an independent medical assessment. You need to understand the corporation's confidentiality policy if you would like to use your employer's physician. The physician's responsibility is to make sure your employer maintains a safe as well as appropriate workplace. For your information, if you have got a psychological issue or communicable disease, the company doctor might be forced to reveal your stipulation to your boss, whether you wish it or not.
Other contemplations before revelation:
- What is your job status? A highly valued or long time employee might have various causes to reveal or not.
- To whom you should tell? Your affiliation with your supervisor will affect your decision. Only reveal what you think is necessary and explain that to your supervisor.
- Is revelation necessary to maintain a safe work place? Do you need accommodations, if yes what type?
Writing a disclosure could prevent misunderstandings. However, choose your words cautiously. You do not want to offend your supervisor; you are merely informing them of your condition. Under pressure, you might be susceptible to say things that’ll impair you later. You should also continue communicating with your employer after primary disclosure. If you need changes made to your office space to accommodate your disability request for them just make sure they are reasonable under the law.
The disabled individual is responsible for how much information is disclosed as well as determining what adjustments should be made in the office. Normally, a supervisor requires a sufficient amount of info to offer reasonable accommodations. The chances are higher for newer employees to receive accommodations. The later you wait the more likely you will run into problems with your authorities.
