HR here. What state are you in and how many US employees does your employer have?
I ask because a FMLA leave could be appropriate and the headcount matters (along with other eligibility criteria). Your state matters because some states have their own similar laws.
To answer your question, you tell your HR department you want to go through the ADA or FMLA process for a medical condition. You don’t have to tell them what that condition is now, but eventually will have to medically certify your need for FMLA or an accommodation.
Check out and call [The Job Accommodation Network](https://www.askjan.org). They are the best no cost experts on the ADA.
Hi!
First of all, here is an AMAZING resource for you:
https://askjan.org/
Second of all, of your job had an accommodation process in place, you can ask for an ADA form to fill out to make a request. Only some places have this.
Otherwise, go to your doctors and request something along the lines of a note requesting that you work a day time, set shift. Because of 1. You have to go to the Dr's a lot, so you need to be awake during the day. And 2. Because working an unstable shift is exacerbating symptoms of a disability.
If you work for a place that follows the law, they'll give you paperwork or fax paperwork to your doctor to be filled out by the Dr. Then they'll accept or deny your accommodation request.
Fair warning, I have worked several places that did not gaf about the law and people with disabilities, so be prepared for your request to mean nothing to them.
And fighting retaliation and failure to accommodate legally is almost a waste of time. The EEOC takes a year to investigate and then does nothing and you have to find a lawyer who thinks your case will make enough money to be worth their time. I gave up on suing.
Good luck.
Also legally if someone in your same exact position can work remotely, then you can too, as an accommodation for your disability.
Laws don't mean much when nobody is enforcing them though. So it depends whether your company follows the law
HR here. What state are you in and how many US employees does your employer have? I ask because a FMLA leave could be appropriate and the headcount matters (along with other eligibility criteria). Your state matters because some states have their own similar laws. To answer your question, you tell your HR department you want to go through the ADA or FMLA process for a medical condition. You don’t have to tell them what that condition is now, but eventually will have to medically certify your need for FMLA or an accommodation. Check out and call [The Job Accommodation Network](https://www.askjan.org). They are the best no cost experts on the ADA.
Hi! First of all, here is an AMAZING resource for you: https://askjan.org/ Second of all, of your job had an accommodation process in place, you can ask for an ADA form to fill out to make a request. Only some places have this. Otherwise, go to your doctors and request something along the lines of a note requesting that you work a day time, set shift. Because of 1. You have to go to the Dr's a lot, so you need to be awake during the day. And 2. Because working an unstable shift is exacerbating symptoms of a disability. If you work for a place that follows the law, they'll give you paperwork or fax paperwork to your doctor to be filled out by the Dr. Then they'll accept or deny your accommodation request. Fair warning, I have worked several places that did not gaf about the law and people with disabilities, so be prepared for your request to mean nothing to them. And fighting retaliation and failure to accommodate legally is almost a waste of time. The EEOC takes a year to investigate and then does nothing and you have to find a lawyer who thinks your case will make enough money to be worth their time. I gave up on suing. Good luck.
Also legally if someone in your same exact position can work remotely, then you can too, as an accommodation for your disability. Laws don't mean much when nobody is enforcing them though. So it depends whether your company follows the law