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Talk to HR
Tell your boss that you’re not comfortable discussing your diagnosis in such an open forum and would appreciate some discretion when he has questions. But it’s also none of his business so you don’t need to answer his questions at all. Talk to HR about getting on intermittent FMLA for any absences you may need to cover yourself.
For next time, your manager should not have been told what your disease is. All he needed to know was that you are dealing with a condition that can be at times debilitating and therefore may cause you to need to do xyz. We tend to overshare our personal information.
Now a discussion needs to be had about this with current manager, but bc i dont know the dynamics of your organization, i cant give a recommendation on whether you should include HR or not
Talk to HR - NOW
Coach
I would start tracking this - documenting what is going on. Dates, times, witnesses, etc.
You can get HR involved, file the complaint and the instance.
Meanwhile, I would suggest getting in touch with an ADA or employment lawyer. The goal is to see what qualifies for a suit and how to prepare for one. This way you have the right documents completed and the processes followed.
(Do not tell HR about tracking the incidents or talking with lawyers)
If HR steps in and there is blowback or no change, you totally have an EEOC complaint and possible lawsuit situation here.