It may depend a lot on what type of business you work for- is it a large, corporate place where duties are clearly defined? I work for a tiny business- I think there are 7 of us, including the owners. I wouldn't even consider going in with a letter. It just wouldn't fit with the culture of the place. If, at your work, a letter would clarify things, it may be your best bet. I agree with your doc, though; you do run the risk of pi$$ing someone off.

Mine was the same way. Basically told me to bring in a form from work to fill out or write something up for her to sign and informed me that she could not do anything directly concerning disability, SS, or anything of a legal nature.

It did not turn out well for me although the company I worked for swears up and down that my being laid off had absolutely nothing to do with it which is odd as my performance rating was one of the higher ones for my department soooo it's rather a mystery then as to why they let me go isn't it?

Ironically it wasn't me who originally asked for something in writing for what my "real accommodation needs" were. It was my new manager. The previous two managers never needed anything and worked just fine with my crazy schedule and appointments.

I believe it's very true that whatever is stated could "write yourself out of a job" and thus them asking you to write it, not them. It may not cause it directly, it might not even be legal for the company to take it in consideration, but bottom line is that it does get considered.

This is just my personal experience though and perhaps it has worked out better for others.

I agree that it depends on the culture. Even in remission, I cannot hand write long essays due to changes in joints - but I can type with no problem. Most schools I've worked for allowed me to bring my own printer, type up any long incidence reports, print out and staple to paperwork. Never did get a Dr's note. Would always just grin and say 'would you mind if I typed it? 'Ol weather front's got my arthritis going - and I write like a doctor anyways' they'd usually chuckle and say 'sure'.

Only you know the culture of your workplace. If you know that it might make you a target, I'd start putting my rsum elsewhere for more physically suitable work for your new limitations.

if you work for a larger company, pore over the employee handbook and call EAP if you have one for advice. EAP will not and cannot tell your managers/HR anything you discuss of that nature. familiarize yourself with ADA protections offered to employees; you may be covered under some of those laws/regulations.

if you work for a smaller company, you may very well write yourself out of a job. you'd have to be able to prove they fired you for that, which will be quite hard, but there you go. if they are already giving you crap about what you feel you can/cannot do because of your pain, a doctor's note may make it more real, but it might just piss them off like alto said.

Secret,

Perhaps you can check into the FMLA laws. Your Rheumy would list any restrictions (heavy lifting, walking problems, etc...). Your Rheumy is right though, if you have so many restrictions that you can no longer meet the needs of your company's Job Description for your role, you have just backed yourself into a corner.

FMLA also allows you to call in to work sick w/o it being held against you. It is a law passed by Congress.

I've, unfortunately, found the need for this and have been approved for FMLA for the past 3-4 years. You have to renew it yearly.

I sure hope you can get it figured out.

Good Luck,
TheWino

As has already been said-your dr doesn't want to dictate you can't do this and that which your boss would suddenly say..well then you can't do your job at all :(
So-to play it safe you may just need the letter to state that you suffer from this disease which may result in your limitations of performance at times..So if possible to allow you to sit or stand-whichever is benificial to you :)

Thanks for the input... Unfortunately, FMLA is not an option because we are a small business with less than 50 employees. FMLA is only for businesses with MORE than 50 employees, so I'm stuck :(

I am also all out of Sick and Vacation time! :(

Another doctor 9nor my rheumy) told me to get out of lunch duty at school. I told the principal, worked out an alternative plan, and no longer had lunch duty. Since I had to documentation I requested from my GP to write something. He gave me a prescription for "no lunch duty". We put it on file.

The Americans with Disability Act requires employers to make accommodations whenever possible. I do not know the full extent of the law.

I had some misgivings about not doing lunch duty because there were art least two others that should have not been doing it either.