Thx everyone! Well I met with HR again a few days ago. This time at the end of our conversation I handed her a copy of the recent 2008 ammendments to the ADA.
http://www.eeoc.gov/laws/statutes/adaaa_notice.cfmHere it is above - might be useful for others here. They have expanded the definition of a disability to cover most things that most of us survivors have to deal with so that is great.
We met again yesterday and her demeanor was quite different. She said they would be meeting with my managers to get a more clear definition of what my objectives are to acheive my promotion and also to discuss sensitivity issues. She also mentioned that the company policy is that there is zero% tolerance for any sort of retaliation whatsoever when someone comes to HR with a concern.
My concern is that I would be given the cold shoulder, be alienated or make things worse for myself by saying anything.
Although my husband still reminded me that most HR department will most often always side with managers. That is the vibe I got from the first 2 meetings... but this time she asked me a lot of questions about what would help resolve things...ie. what "reasonable accomodations" would be I guess.
I am cautiously optimistic.
Here is more info on promotions and disabilities.
Hopefully it will help others out there dealing with these kind of things!
THX! Kate
http://www.eeoc.gov/facts/performance-conduct.htmlhttp://www.eeoc.gov/laws/statutes/adaaa_notice.cfm
