Anyone with a seizure disorder ?

Nurses Disabilities

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Silverdragon102, BSN

1 Article; 39,477 Posts

Specializes in Medical and general practice now LTC.
I'm not a dr. (or even a nurse yet), but I'd say you have a seizure disorder when you have recurrent seizures that are unrelated to any other medical diagnosis.

Please remember we do not give any type of medical advice as per terms of service. I am sure the op is seeing her physician and getting sorted

niali

45 Posts

Greetings to all,

This post is to vent...:crying2:.I am a person with Epilepsy.I tried to apply for another job.Needless to say,My seizures were fairly under control when I came to the hospital.Well,I went through a period where my meds where acting up,the seizures were occurring.I changed my shift (i worked at night) and I am on a new med and doing well.My question is,Can things be put in my record without my knowing ? I have been a CNA for over 20 yrs.I have never hurt anyone and never would put anyone in danger.I am hurt but not defeated.I am also taking pre-nursing classes.I have seen some worthless employees change departments but I do my job well and cannot

progress.Thanks for any input.....:banghead: niali

topgungirl27

43 Posts

Funny you should mention info. being put in your file without you knowning...I just ran into this myself...just ask for a complete copy of your medical file for your own records!

niali

45 Posts

topgun,

I mean my employee record file.Someone told me told me that it is anything that I had to sign.I don't believe it.

topgungirl27

43 Posts

Oh, I'm sorry...I'm a supervisor (not in nursing yet) and yes, we have put supporting documents in an employee profile as backup...you should still be able to see EVERYTHING in your employee profile any time you request it though.

niali

45 Posts

Hello,

I am now in A&P II.It is so hard for me.The first two quizzes,I have failed.I study and study,but I feel so lost :no:.

niali

45 Posts

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.

Trekfan

466 Posts

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 .

ONRADAR124

27 Posts

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.

Esme12, ASN, BSN, RN

1 Article; 20,908 Posts

Specializes in Critical Care, ED, Cath lab, CTPAC,Trauma.
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.....:rolleyes: but this nurse is well within the law.:cool:

Esme12, ASN, BSN, RN

1 Article; 20,908 Posts

Specializes in Critical Care, ED, Cath lab, CTPAC,Trauma.

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:rolleyes:)....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/disability/employersresponsibilities.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...:lol2:

MySonIsAdorable

137 Posts

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.

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