Since she was 11 years old, Cindy Metzger has suffered from rheumatoid arthritis. She knows firsthand how sympathetic or hostile some employers can be to an employee with a chronic illness.
At her previous job, a health-related company, Metzger informed her boss upfront that she periodically would need surgery and time off to recuperate.
“The day I came home after some invasive hand surgery, I was fired. I should have sued but decided not to,” Metzger said. “I still think honesty is the best policy.”
Metzger, 33, now works as an administrative assistant for a smaller, family-owned business, which she says acts more paternally toward her health needs.
“I had surgery last August and though it’s hard on me and my colleagues, almost everyone helps. I’ve always felt I had to work harder to make up for my time off,” says Metzger, who lives in Kansas City, Mo.
Sandra Bettor was diagnosed with multiple sclerosis 11 years ago. The 48-year-old director of customer relations for Highmark Inc., a health-insurance firm in Pittsburgh, says the company has allowed her special accomodations.
“I needed understanding because of extreme fatigue, vision problems and a tremor, all of which forced me at times to come to work late or work from home. I got a laptop for home and needed an accessible office with natural light and a thermostat because of my sensitivity to heat,” she said.
But, she says, she is plagued by the perception of some supervisors or co-workers that she can’t do the job. She has had work taken away and says she hasn’t got plum assignments when she feels she should have.
“Someone may think they do (the chronically ill) a favor by cutting our workload but most of us would rather be asked if we can handle something,” she said. About 45 million Americans suffer from chronic illnesses, which can include low-back pain; repetitive stress injuries; cancer; depression; and cardiovascular, respiratory and metabolic diseases.
Having a chronic illness can itself create additional problems. “A person may become irritable, depressed and have family life affected,” said Dr. Martin Fields, a psychiatrist at Loyola University.
Many of these sufferers are reluctant to tell employers about their condition for just the reason Bettor and Metzger describe: fear that they’ll be given less interesting assignments, demoted, or fired.
High on the list of illnesses most frequently guarded is depression.
Robert J. Carolla, communications director of the National Alliance for the Mentally Ill, a grass-roots advocacy group with 200,000 members, says some experts agree that it is best to remain quiet about depression during a job interview, particularly if it’s not relevant to the ability to perform.
“I agree it’s best if you can live in an environment of open disclosure but in the get-to-know-you-period or interview stage, it’s not always best to raise this issue,” said Carolla, who has bipolar disorder and lost one job because of it.
“Most advice offered is to wait until six months after you’ve been hired and then mention it only if necessary. In interviews, many employers don’t know enough about this illness or others to process the information correctly.”
Tom Thrower, general manager at Management Recruiters International in Oakland, believes that companies are recognizing the need for change in dealing with employees with chronic illneses. He admits, however, that much of the impetus is due to federal legislation.
“The Americans with Disability Act of 1990 and the American Family Leave Act of 1993 have helped wake up employers about chronic illness and the need to develop solutions,” he said.
But, said attorney Paul Cherner of Chicago firm Michael, Best and Freidrich, “Unfortunately, the solution isn’t always what an employee wants. A company doesn’t have to find another position if the person can’t perform certain job functions. Much of the law is fact-sensitive, which means decisions are made case by case.”
To encourage workers to be open about their chronic illnesses, employers need to lessen employees’ fears about coming forward, said Stephanie Pronk, a senior consultant at Watson Wyatt Worldwide’s Minneapolis office. “Reiterating what their company offers and making sure they understand that their privacy is protected is vital,” she said.
But Dr. Richard P. Vance, president and chief operating officer of CorSolutions Medical Inc. in Buffalo Grove, a health-services company that provides proactive solutions for chronic illnesses, is doubtful this will happen for most people.
“It’s unusual, especially in a difficult economy, for employees to trust their employers by sharing this type of information,” he said.
“Employers should provide the services for their employees to take advantage. But, because your health-care information is among the most private and sensitive information you have, few may ever feel comfortable revealing it. It’s not realistic,” he said.
Yet, there is another solution. Experts say that employees and employers can take advantage of the growing number of third-party advocates who offer support and confidentiality. Pronk says it is important that the employer make clear to the employee that the third party guarantees confidentiality, is an expert and a patient advocate.
Finally, employees can hire a career coach to guide them in role playing and speaking up. Gerri Garvin, president of Career Movers Inc. in Fairfax, Va., said, “Your best protection occurs once you tell your manager, so I advise doing so.”
