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This isn't the whole truth either. The employer isn't responsible for getting them help. But adjusting their schedule so they can get treatment might be reasona
by pseudalopex 6y ago
This isn't the whole truth either. The employer isn't responsible for getting them help. But adjusting their schedule so they can get treatment might be reasonable. They don't have to say what the condition is.
- giantg2 6y agoThey don't have to offer you treatment, just 'help'. That could be adjusting the schedule like you said, or other things. True, you don't need to say what the condition is.
- pseudalopex 6y agoGetting someone help and helping them mean different things usually.
- PragmaticPulp 6y agoMost importantly: The employee must take the initiative to communicate these requirements to the employer before the firing event. It appears the OP may have waited until the termination meeting with HR to communicate the medical condition. It's not clear that the OP actually requested any accommodations or leave. In fact, it's not clear that the company denied the OP anything or had any way of knowing the OP's situation leading up to the firing event, due to the OP's admitted lack of communication with the company.
- pseudalopex 6y agoThey said they disclosed the condition 2 days before they were fired.
- bed99 6y agoActually 3 or probably 4