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Joined: May 2002
Posts: 2,152
Patient Advocate (old timer, 2000 posts)
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Patient Advocate (old timer, 2000 posts)

Joined: May 2002
Posts: 2,152
Hi Kate,
Your post about your job problems is almost identical to a recent post by Malka (which I can't find right now) who I believe is also a graphic designer. You might PM her about it. She too was expecting a promotion and got a similar review and slap in the face. It doesn't sound like this is a very nice place to work even without disabilities.

Take care,
Eileen


----------------------
Aug 1997 unknown primary, Stage III
mets to 1 lymph node in neck; rt ND, 36 XRT rad
Aug 2001 tiny tumor on larynx, Stage I total laryngectomy; left ND
June 5, 2010 dx early stage breast cancer
June 9, 2011 SCC 1.5 cm hypo pharynx, 70% P-16 positive, no mets, Stage I
Joined: Dec 2009
Posts: 63
"OCF Down Under"
Supporting Member (50+ posts)
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"OCF Down Under"
Supporting Member (50+ posts)

Joined: Dec 2009
Posts: 63
Hey Kate
Your situation is a tough one, and reminds me how lucky i was to be in a good company when the $hit hit the fan...

Two things in particular you said really resonated..

1. Not letting other peoples reactions bother you because their reaction says more about them than you.
Not always easy to keep at the fore, but so true.


2. working lunches.
they have to be the hardest. My two most challenging tasks (eating and talking) combined!

peace
jp.


stage 2 scc in left oral tongue. 32 at dx
removed 21/12/09 plus left neck dissection and upper arm flap.
clear pathology 24/12/09
non-smoker
active footballer/surfer
social drinker
lives stress-free!
Joined: Feb 2007
Posts: 790
"Above & Beyond" Member (500+ posts)
OP Offline
"Above & Beyond" Member (500+ posts)

Joined: Feb 2007
Posts: 790
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.cfm

Here 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.html
http://www.eeoc.gov/laws/statutes/adaaa_notice.cfm




Tongue Cancer T2 N0 M0 /
Total Glossectomy Due to Location of Tumor

Finished all treatments May 25 2007
Surviving!!!
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