Anyone with a seizure disorder ? - page 4

Hello, I am a pre-nursing student with Epilepsy,a seizure disorder,or whatever anyone wants to call it.Has anyone gone through nursing school with their disability ? I am having such a problem with A & P,that I am going nuts.I... Read More

  1. 0
    Hello all,
    Well,I am almost ready to hang it up.My problem is that I have no idea of how many seizures that I have per day.I try to look on the good side and be upbeat and positive,but it is so hard.
    Last edit by niali on Nov 24, '08 : Reason: editing

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  2. 1
    Quote from cync31
    I also have epilepsy and am planning on starting an ADN program this fall. I used to have a lot of problems with meds and had difficulty with work because of it. Even though I worked in physicians' offices, they were not at all understanding of my situation. I finally got a vagus nerve stimulator 3 years ago and have not had a seizure since, knock on wood! The Americans With Disabilities Act in the U.S. protects you from having to disclose your condition to employers or schools. However, it is a good idea to at least inform your boss or a trusted advisor in the event of an emergency. They are not legally allowed to reveal your condition to anyone else in the company. Also in the U.S., the disability act protects you from discrimination and retribution if you need to miss a bit of work for an appointment, which is another good reason to inform someone of your condition. Epilepsy IS covered under the act. If you have questions about your rights, you can find answers on epilepsy sites or by looking up the disability act.
    !!SOMEONE please send me more info on about how you can be protected from discrimination retribution if you need to miss a bit of work for an appointment!!

    I was just made to go on unpaid med leave or be fried for having to many doc. appts "i have been sick ". I also have gotten in trouble for messing up my work and did not get a rise lat year because that said I spent most of my time confused and daydreaming (it's looking like I may have at lest 3 kinds of seizures and have spent most of my time not knowing what's going on ) After 15 + years I finely told the doc after I was told by a coworker that I spent hours doing the same thing over and over and not remembering that I had done and being so confused I could not ancer them . I also started to do face plates into my keyboard .

    I have known I had problem for sometime but did not want to tell for alot of reasons . I am not shore if I should tell my job or not I am afraid that if I tell them they will fire me for being a safety hazarded becouse I have at times forgotten who people are and have even forgotten where I was and that I work there and have gotton and have tryed to go back to my office "as in my old office that is 1 mile away lucky for me I have always remembered befor I made it to far '' I think they flip out if they heard that I do not know what to do .
    Esme12 likes this.
  3. 0
    It all depends on the person. If it's bad enough, you won't do anything but be disabled for the rest of your life.
  4. 0
    Quote from niali
    hello all,
    well,i am almost ready to hang it up.my problem is that i have no idea of how many seizures that i have per day.i try to look on the good side and be upbeat and positive,but it is so hard.

    in both the ada and section 504, a person with a disability is described as someone who has a physical or mental impairment that substantially limits one or more major life activities, or is regarded as having such impairments. breathing, eating, working and going to school are "major life activities." asthma and allergies are still considered disabilities under the ada, even if symptoms are controlled by medication.


    the americans with disabilities act (ada) is a civil rights law that gives the right to ask for changes where policies, practices or conditions exclude or disadvantage to the disabled person. as of january 26, 1992, public entities and public accommodations must ensure that individuals with disabilities have full access to and equal enjoyment of all facilities, programs, goods and services.

    the ada borrows from section 504 of the rehabilitation act of 1973. section 504 prohibits discrimination on the basis of disability in employment and education in agencies, programs and services that receive federal money. the ada extends many of the rights and duties of section 504 to public accommodations such as restaurants, hotels, theaters, stores, doctors' offices, museums, private schools and child care programs. they must be readily accessible to and usable by individuals with disabilities. no one can be excluded or denied services just because he/she is disabled or based on ignorance, attitudes or stereotypes.

    a disability does not have to be "proved" and is present if it is assumed to be present. "reasonable accommodation" and "undue hardship" are broad categories but specifics are listed under the law. reassignment is not considered an undue hardship to the employer in most circumstances

    the ada specifically lists "reassignment to a specific position" as a form of reasonable accommodation. this type of reasonable accommodation must be provided to an employee who, because of a disability, can no longer perform the essential functions of his/her current position, with or without reasonable accommodation, unless the employer can show that it would be an undue hardship.

    an employee must be "qualified" for the new position. an employee is "qualified" for a position if s/he: (1) satisfies the requisite skill, experience, education, and other job-related requirements of the position, and (2) can perform the essential functions of the new position, with or without reasonable accommodation.the employee does not need to be the best qualified individual for the position in order to obtain it as a reassignment.

    the ada requires employers to provide reasonable accommodations to individuals with disabilities, including reassignment, even though they are not available to others. therefore, an employer who does not normally transfer employees would still have to reassign an employee with a disability, unless it could show that the reassignment caused an undue hardship. and, if an employer has a policy prohibiting transfers, it would have to modify that policy in order to reassign an employee with a disability, unless it could show undue hardship.

    http://www.eeoc.gov/policy/docs/accommodation.html

    it is unfortunate however that not all hospital accommodate a disabled nurse and will go to extreme lengths to ensure a poor performance and some nurses with "disabilities" abuse the system. i guess i was never smart enough to manipulate the system in my favor..... but this nurse is well within the law.
  5. 0
    you do not have to disclose the need for "reasonable accommodation" on a job application or at anytime until you are requesting that accommodation. even if it was mentioned it is against the law to discriminate against them and the employer is obligated to accomodate even if requestes during the interview.

    reasonable accommodation
    title i of the americans with disabilities act of 1990 (the "ada") requires an employer to provide reasonable accommodation to qualified individuals with disabilities who are employees or applicants for employment, unless to do so would cause undue hardship. "in general, an accommodation is any change in the work environment or in the way things are customarily done that enables an individual with a disability to enjoy equal employment opportunities."there are three categories of "reasonable accommodations":
    "(i) modifications or adjustments to a job application process that enable a qualified applicant with a disability to be considered for the position such qualified applicant desires; or
    (ii) modifications or adjustments to the work environment, or to the manner or circumstances under which the position held or desired is customarily performed, that enable a qualified individual with a disability to perform the essential functions of that position; or
    (iii) modifications or adjustments that enable a covered entity's employee with a disability to enjoy equal benefits and privileges of employment as are enjoyed by its other similarly situated employees without disabilities."
    the duty to provide reasonable accommodation is a fundamental statutory requirement because of the nature of discrimination faced by individuals with disabilities. although many individuals with disabilities can apply for and perform jobs without any reasonable accommodations, there are workplace barriers that keep others from performing jobs which they could do with some form of accommodation. these barriers may be physical obstacles (such as inaccessible facilities or equipment), or they may be procedures or rules (such as rules concerning when work is performed, when breaks are taken, or how essential or marginal functions are performed). reasonable accommodation removes workplace barriers for individuals with disabilities.

    reasonable accommodation is available to qualified applicants and employees with disabilities. reasonable accommodations must be provided to qualified employees regardless of whether they work part- time or full-time, or are considered "probationary." generally, the individual with a disability must inform the employer that an accommodation is needed.

    there are a number of possible reasonable accommodations that an employer may have to provide in connection with modifications to the work environment or adjustments in how and when a job is performed. these include:
    • making existing facilities accessible;
    • job restructuring;
    • part-time or modified work schedules;
    • acquiring or modifying equipment;
    • changing tests, training materials, or policies;
    • providing qualified readers or interpreters; and
    • reassignment to another or vacant position.
    a modification or adjustment is "reasonable" if it "seems reasonable on its face, i.e., ordinarily or in the run of cases;" this means it is "reasonable" if it appears to be "feasible" or "plausible" to the employer not that it may make the other employees mad and upset. an accommodation also must be effective in meeting the needs of the individual. in the context of job performance, this means that a reasonable accommodation enables the individual to perform the essential functions of the position. similarly, a reasonable accommodation enables an applicant with a disability to have an equal opportunity to participate in the application process and to be considered for a job. finally, a reasonable accommodation allows an employee with a disability an equal opportunity to enjoy the benefits and privileges of employment that employees without disabilities enjoy.

    http://www.eeoc.gov/policy/docs/acco...n.html#general

    there is no legal obligation for an employee to disclose their disability. disclosure of disability becomes relevant to both the employee and employer when negotiating appropriate adjustments in the workplace to enable inherent requirements of the position to be met.

    http://www.indiana.edu/~career/servi...s/discl856.pdf

    i personally have never been able to manipulate the law in my favor through reasonable accomodation and i cannot prove that they are not hiring me becasue i am disabled ( they are of course seeking other canidates with more experience for that telephone triage job)....but i do know the law and technically speaking she's well within her "rights". the law states undue stress to the employer not that the employee's might get po'd that the disabled person gets a different position......sad but true.

    http://www.dol.gov/dol/topic/disabil...sibilities.htm

    i have fought both sides of this fence once for discrimination for my disability and once begging for accomodation. oh well........now i just haunt an with my new friends...
  6. 0
    My classmate had a seizure during our clinical rotation...

    She went to the neurologist and he said "you can go back to clinical's as long as you take your medication"
    Since this happened at clinical's, everyone knows and everyone is talking about it. Anyway she had another small seizure while she was assisting with a shower, girl with her flipped her lid and made it seem so much worse than it actually was...
    I have overheard people talking about her and if she will stay or not instructors even...
    Does she have any rights to stay? I hate to see her dreams be taken because of this, her MD said it would take a few months before her body really gets used to the drug.
  7. 0
    Quote from niali
    Hello all,
    Well,I am almost ready to hang it up.My problem is that I have no idea of how many seizures that I have per day.I try to look on the good side and be upbeat and positive,but it is so hard.
    Since you know ahead of time. I would contact your MD and see what he/she thinks and if they will support you...possibly you could ask him to explore different drug options, or upping your dose? Good luck, I will send you some happy thoughts
  8. 0
    Hello Everyone,

    It was so nice to read everyones messages, I also have Epilepsy I have felt so alone and thought my choice to pursue nursing was beyond me because of my condition. It felt so empowering to read how many of you are in the same position. I have been a phlebotomist for 9 yrs, I lost my job b/c of the Epilepsy, had to leave my doctor pulled my license, then I had brain surgery. I am on disability but I am in school now I took almost all the pre-req's for nursing, my grades aren't great though, I dont know if they are good enough to get into nursing school, B+ in A&P 1, taking A&P 2 now. I have it for 22 yrs now seems the struggle is just about over now. I just wanted to say how nice it is to know Im not alone. I do find it very hard to remember things since my surgery, but just like always I push through, I will never let Epilepsy control me, although it has tried, lol
  9. 0
    I am 23, and have had epilepsy since I was about 3 or 4, from absences, to tonic clonics, myclonics, partials and even pseudo seizures. I managed to get 11 GCSE's, but couldnt keep up with A Levels, so i went into work at 16, I got fired from my 1st job because of it after a week, but then worked full time in the same place for 4 years. then moved to Ireland, and after a while of settling down, got a part time job (only thing available) and had one seizure, and then my manager was spying on my in store, hiding behind shelves, and in the end forced me to resign. So I went to college to do a 1yr access course, just for people with epilepsy, which was great, and have made life long friends. When I graduated, I went back to the UK for a holiday and landed up staying for a year due to a job offer over there. But while they were all very 'nice' about me having seizures now and then i felt like a nuisance after falling down the stairs and nearly paralysing myself one day. After that it was unbearable. I have just come back from there due to being kicked out of my flat because I had a seizure, and am looking for a career I can throw myself into, and really enjoy and do well in, which has got to be with people, so I am really interested in nursing as my grandmother and aunt are both nurses/midwives, and I want to be able to give back the support and care I have gotten, But I am worried I wont pass the medical assessment that is verbatim before applications are assessed. Does anyone know if it's likely it will be a problem?


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