Work and Arthritis.
Last updated Thursday, January 06, 2005
Work relationshipsHandling work relationships In spite of the protection offered by the ADA, many people are
reluctant to mention their arthritis for fear they will be denied
promotions or other opportunities. However, if arthritis begins to
interfere with your work, you will have to decide whether and how to
tell your employer and co-workers about it.
Co-workers who don't know about your arthritis can become resentful
if they feel you are not pulling your share of the load. They may get
annoyed if they are often asked to help out or to make up for you on
days missed if they do not know the reason. Even people who do know
about your arthritis may think of it as "just aches and pains." They
may feel you are making a fuss about nothing and getting special
treatment you don't deserve. These attitudes can trigger anger on both
sides.
You, on the other hand, may worry that you will be treated
differently or denied opportunities for promotion if people know that
you have arthritis. You may be tempted to ignore your body's warnings.
In fact, you may work extra hard to cover up the fact that you have
arthritis. Talking about your arthritis If you decide to disclose your arthritis, plan carefully how and
when to discuss the subject of arthritis with your co-workers or
supervisors. Research carefully all the changes that could be made to
make your work as productive as possible.
Schedule a meeting with your supervisor at a time when neither one
of you is under pressure. It may also be helpful to find an opportunity
to talk informally with your co-workers or a personnel officer about
ways to make things go more smoothly.
In the meetings, describe as simply as possible the ways arthritis
may affect your work. Make it plain that you are not looking for
sympathy, but for ways to resolve the problem that will benefit both
the company (or your coworkers) and yourself. The goal of these
meetings should be to generate a supportive atmosphere in which
everyone works together as part of a team.
Be prepared to help your employer. You are the expert on what you
need to work efficiently. Offer suggestions for changes that could be
made, based on the research you have done before the meeting. Chances
are any changes you may need will not cost much.
It is a good idea to be as well informed as possible about the ADA,
assistive devices you may need and their cost, and resources to help
employers. In fact, there may be tax deductions and/or tax credits
available to certain employers who provide accommodations and/or jobs
for people with disabilities.
Here is an example of how such a situation could be handled.
Jan worked as an office clerk for a small company and had arthritis in
her wrists, hands, and shoulders. Whenever she typed for long periods,
the pain became worse. She had difficulty completing her work and often
called in sick because of the pain. Co-workers often were asked to
complete her work, and they had become resentful of her. Although Jan had learned about special devices and self-care
activities, she was afraid to discuss these with her supervisor. When
Jan's supervisor finally spoke to her about her poor work performance
and absenteeism, she realized she had to tell her about her arthritis.
They discussed the special devices that would help Jan. Her
supervisor agreed to purchase a computer armrest, thick-handled pens,
an electric stapler, and a desk chair with armrests. In addition, Jan
would be allowed to take a 15-minute rest break every morning and
afternoon. If, however, Jan's work did not improve in 60 days, her
employer would have to re-evaluate the situation.
The devices and rest breaks helped Jan. She began to feel better at
work and performed her job well. As her work improved, her supervisor
and co-workers became more supportive of her. Jan realized that if she
had not asked for the special devices she needed, she might have lost
her job due to poor performance.
When her co-workers commented on these devices, Jan used the
opportunity to explain briefly why she needed them and to get in a
little public education about arthritis.
However, realize that subtle discrimination in some companies may
still exist, especially when it comes to promotions. Also, some unions
may have a problem with allowing workers with disabilities to take jobs
that traditionally have been reserved as rewards for workers with
seniority. To prevent problems, your company's personnel manager may
ask the union's help in working out a solution when an accommodation
such as a job change or job restructuring is needed.
You and your employer can work together to make changes or
accommodations in your job to help you remain as productive as
possible. Be prepared to give your employer the information he or she
needs to make the necessary changes.
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