So, big question here. For a little backstory, I have missed maybe 2 days a month for the last couple months. When life gets you down it really likes to keep you there. I have been having a really hard time with my depression and it makes it very difficult to want to even try managing my diabetes. T
It doesn't sound like your diabetes is well managed if you are routinely missing work every month because of it. I assume you must be T1 or LADA if ketosis (meant ketoacidosis!) is a recurrent issue? If you're in the US, then yes, you have an ADA covered disability, but you also need to be doing your part in managing your disease. Are you working to gain better control (talking with your endocrinologist for example)? It is unclear from your post whether you are actively working to address the depression and consequently manage your diabetes. I don't want to sound too harsh, but ADA accommodations aren't meant to give you a bye if you are not engaged in managing your mental and physical health. I'm T2 so I understand some of the challenges, but know that if you are T1 there is more to
*Ketoacidosis, not ketosis. One is life threatening while the other is not.
Thanks....vacation brain here!
If you’re in the US and eligible intermittent FMLA is designed for this.
100% this. I am set up for intermittent leave for my healthcare, including diabetes care and mental health. I have the option of having partial days off or full days off for care. I even have it to cover emergency care. You have rights and FMLA is there to protect you if you are in the US.
Honestly, it sounds like your priority should be learning to manage your diabetes better to avoid any future time off work, not working out how you can get around this work policy. I understand on these occasions you were ill enough to miss work, but diabetes shouldn’t be regularly causing you to miss work. I have t1 and I can’t tell you what year I last had to miss work for ketones.
Idk where you live, but here are some guidelines for Canada
[T1D](http://T1D in the Workplace | Breakthrough T1D https://share.google/dQVKgOsbOEt4Da3M9)
FMLA is the way to go if you meet the requirements.
If you're in the US, intermittent FMLA is the way. In addition to working to get stuff back under control. Diabetes is a chronic condition, so it's best to be protected from consequences at work for when things will inevitably go wrong.
Your situation will vary, but here's how I dealt with a comparable situation as a manager.
One of my employees had to take time off due to a chronic medical condition they were trying to manage. I worked within my discretion to adjust for missed time under ADA accommodations. My Plan-B, if things escalated, was having the employee contact HR and request formal FMLA notice which would have allowed up to 12 weeks for unpaid time and job protection.
I informed my leadership there was a medical accommodation need. No detailed shared, and I was able to manage. And documentation needed would go through HR to protect HIPAA. By reducing the pressure and showing I was willing to work with them significantly lowered the stress. I accommodated the need, and they made sure their responsibilities wer
It depends a lot on where you work: country and state (if in the Us.) In the US, it’s possible to ask for a workplace accommodation for a physical disability (which can include diabetes). However, it’s up to the workplace to decide whether or not the accommodation you request is “reasonable” or not, and often additional absences don’t count as a reasonable accommodation. Like they might be able to accommodate a couple of extra breaks in your day for taking insulin, or perhaps working from home one day if it’s a desk job that can also be performed remotely, but not a full-on absence, particularly if it means that someone else is required to cover your shift in your absence.
I had a girl i worked with that had the same issue but out HR and CEO was so shady that they turned it into a ADA issue and got her to leave.