On The Job: Rights & Responsibilities

Navigating the world of work is a lot to think about. There is searching for jobs, applying, and preparing for interviews. You also have to learn how to succeed while on the job. Throughout all of that it is important to know that you do have rights in the workplace when it comes to your bleeding or blood disorder.

In this section of Step Out covers:

Disclosure

Reasonable Accommodations

Taking Medical Leave

Job Accommodation Network

Disclosure

Telling others about something that is private is called disclosure. This term is used in many settings like the workplace. You do not need to disclose your bleeding or blood disorder when finding or applying for a job. You also don’t have to disclose once on the job. You may need to ask for changes in the workplace, due to your disorder, so you can still do your job. These changes are called accommodations. To ask for accommodations, you will need to disclose your bleeding or blood disorder to your employer. You also may want to think about who at work needs to know about your bleeding disorder in case of emergency.

The Americans with Disabilities Act (ADA) bans discrimination in employment against people with disabilities.² The ADA applies to employers with 15 or more employees. The ADA has rules on what it means to have a “disability” as they define it to be protected by this law. You can find out more about how the ADA defines disability at ADA.gov. You may need to have a letter in writing from your health care provider. Under the ADA, employers cannot ask you if you have a disability or the nature of any disability. You do not have to disclose your bleeding or blood disorder unless it directly affects your job performance.

Disclosing your bleeding disorder will allow you to ask for reasonable accommodations. Remember, you are in control of the information.

Here are some things to think about when deciding to disclose:

• How visible is your disability due to your bleeding or blood disorder? If you use crutches or a wheelchair regularly or will need to use them during a job interview, you may want to disclose some portion of your disability. While disclosing you can focus on your skills in managing your bleeding disorder and its side effects.
• Will you need accommodations because of your disability? For example, will you need to work from home during bleeds or other medical issues?
• Does your bleeding disorder affect your ability to perform your job? For example, will you be unable to complete your tasks because you have a bleeding or blood disorder?

For more information and tips on disclosure and the workplace for youth, visit the U.S. Department of Labor Office of Disability Employment Policy.

Reasonable Accommodations

“Reasonable accommodations” sounds very technical. Those are the official terms used in the Americans with Disabilities Act (ADA). It means you can ask for “reasonable” changes. These changes have to be related to your disability. You can ask for them in the application, hiring process, or on the job to allow you fulfill the core roles of the job. Those changes are “reasonable” if they don’t create undue hardship or a direct threat for the employer.¹ If you find it hard to work in your current job with your bleeding or blood disorder and you know there’s a way for you to do your job with a few changes to your workplace environment, then it may be a good idea to disclose to your boss and ask for those accommodations.

Think about what accommodations you might need and ask for them. Knowing what accommodations have worked for you in the past at school or work will help you find common ground with your employer. When you and your employer find common ground, you can have a successful working relationship.

Here are some accommodations that may be helpful:

• Flexible schedules to accommodate the need for medical treatment or appointments
• Working from home
• Switching to a different job that’s easier on your joints
• A parking space closer to the office
• Installation of automatic door openers
• Accessible restrooms and break rooms
• Adjustable-height desks for people using wheelchairs
• Moving your work station closer to restrooms, break rooms, or work areas
• A place to store medication, supplies and give yourself medication if applicable

If you think your rights have been violated, it can be helpful to speak with an employment lawyer to better understand your options and state specific details. You can also call or visit the Job Accommodation Network (JAN) and learn more in the section below.

To learn more about steps to take for reasonable accommodations, go to the ADA National Network.

Bleeding Disorders in the Workplace: What Employees Should Know About Rights and Accommodations

Below is a video resource that you can share with your employers to help educate them about bleeding disorders. The video can help reassure them that having a bleeding disorder means you can still do your job.

Bleeding Disorders in the Workplace: What Employers Should Know

Taking Medical Leave

Under the Family and Medical Leave Act (FMLA), you may be able to take leave from work for medical reasons. If you work for a public agency, elementary or secondary school, or another kind of company or organization with more than 50 employees, the FMLA allows you to take up to 12 weeks of unpaid leave per year.³

The reasons a person can take leave are:

• The birth and care of a child
• Adoption or foster care
• Caring for a spouse, child, or parent with a serious medical condition
• Treating or recovering from your own medical illness

If you are considering taking leave under the FMLA, you should know:

• If you receive health insurance or other benefits from your employer, the employer must maintain these benefits during your leave.
• You are eligible for leave only if you have worked for your employer for at least 12 months, at least 1,250 hours over the last 12 months, and work in a company. that employs 50 or more people within 75 miles.³

If the reasons above do not fit your situation, the FMLA does not apply to you. You will need to speak to your employer about their leave policy.

To learn more about the Family and Medical Leave Act, go to FMLA.

Short or long-term disability are different than FMLA. They provide a way for employees to have medical leave. However, getting benefits means both the employer offers disability insurance and the employee has selected it.

To learn more about disability insurance including different types, go to Disability Insurance.

Job Accommodation Network

Another resource for employee rights is the Job Accommodation Network (JAN). JAN guides both employees and employers on workplace accommodations and disability employment issues. For employees, JAN can help with specific workplace issues. JAN can also give advice on self-employment and entrepreneurial opportunities. For employers, JAN shows how people with disabilities can add talent and value to their organization.

To learn more about how JAN may be able to help you, go to Job Accommodation Network.

For information to give to your employer, go to JAN Information by Role.