Hello, Kim,

You have the knowledge this company needs to run its business successfully. I would not tell them about the RA right now. I would file FMLA when appropriate/needed.

Best Wishes,
V

Speaking from personal experience, I would NOT discuss any health issues with an employer or co workers. Once you are secure and pass your probation is best, but even then I would ONLY bring it up if you are needing FMLA.

They do not have a need to know unless you are classified by the government as disabled.

If you volunteer the information, they will use is as they choose and you might not get the job.
As long as you can do the job, regardless of RA, what is the point of disclosure?

I have experienced both sides, having RA and being an employment decision maker. As bad as it sucks no one absolutely no one other than RA folks understand the limitations, ups downs, pain or fatigue. I fought bias for years in my employment without ever notifying my employer of the RA. They knew I had many surgeries and used more sickdays than most and I was counseled more than once about high use of sickdays. Having witnessed the problems others underwent by disclosing a disability I would never disclose mine. You might wonder if I had an employer that was not mindful of Americans with Disabilities act. Not so, I worked for the federal government. Until someone struggles to work with a disability, feels the discrimination, they will never understand your situation. Good Luck, your previous employer was exceptional. I really wish there was a way to educate the public about RA but it for the most part falls on deaf ears. I seriously recommend you keep your RA to yourself. I retired a few years back and am glad I retired under normal rather than disability retirement. Financially I am way better off.

Thank-you everyone.
I am in HR, so you think I would know the answer to this.
My biggest problem is my hands. The industry that I work in has a long way to go as far as electronic documentation. I can type ok, I have a problem when I have to hand write forms all day.
The last place that I was at converted my triplicate hand written forms to an electronic format for me. I received special permission from our Corporate Office to type the forms.
I will hang in as long as I can before mentioning the RA. Hopefully, when I get on my new med after this surgery it will help.
I finally got approval to start Arava and will talk to my Doc this week to find out when I can start it.
Thanks,
Kim

I agree with the previous comments, keep it to yourself, and if you have to tell them then wait until you are off a probationary period.Good luck with your second interview and surgery.

Kim:

A quick followup. When ever I saw my Dr. I always reinforced his job was to make sure I had adequate treatment so I could stay working. I was blunt and insistant that he provide that level of care. If I started to flare or fall back I called him immediately. My first RA dr was less than helpful and considered my changing jobs as part of her care. When I requested my GP refer me elsewhere I finally found a Dr that was aggresive enough with treatment that I was able to continue working without special accomadation. I hope that is the case for your future also. Good luck with the arava. I took it for 6 months and had fairly good symptom control, I was also taking prednisone and tramadol. Hands and typing were also an issue for me, the arava helped, because of fatigue I am onto Humira now. The best wishes for you Kim and your future!!!

What accommodations will you need? If it's the forms, that's an ADA request, not FMLA. I
I would put in for that now, especially if it will take time to put in place. On FMLA, I would hold off until you need to.

Do a little research on this. Because you have been laid off, you might need to wait before you can use any FMLA.

i agree with the readers and Missourit and others were right on point. I would not be discussing anything as a new employee to a company. If your RA is not that bad try to make it through probation without calling in. Also check the policy with human resources. Many companies do not have to grant FML until you have been with them for at least a year. I have an FML in place and I have been with the hospital for the past 26 years now and every 6 months I still have to renew even though the illness is permanent and chronic. I don't plan on budging from this job.

I've had it for 3 years and the only person I've told is our payroll clerk who I know and trust (and she doesn't tell anyone else), and our insurance people (whatever they might see or figure out).

Need to know basis.

If you can do your job, say nothing. I say this because when they find out (I'm not much of a people truster), they'll be like watching, and wondering, and ....... you know ... If it ever gets so bad you cannot function, and need to quit, then yes.

If you told them they would never hire you. If they find out early enough you'll be fired as long as they can get away without losing a lawsuit. Your insurance is ridiculously expensive and they have to pay it.