Work Issues
I recently gave my boss some information on Brain Fog. She gave it back to me and said it was "inappropriate". Was it?
It's difficult to tell without more context, but simply giving your boss some information on one of the symptoms of your disability shouldn't be controversial, if that's all that was happening. If you are saying, though, that you gave this information to your boss because your boss has RA, that might be something that could be taken in the wrong way. It's difficult to tell without more information but sharing information and educating about RA is always something that I would default to if I had to pick in a split second. Keep on keepin' on, DPM 
Hi there, I second 's reply. Are you able to share more about what the information on brain fog said? We'd love to help! -Reggie, RheumatoidArthritis.net team member It was in reference to my brain fog. 
Hi
. I could see why your boss might have considered it inappropriate if these were your personal medical records. That might put your boss in an uncomfortable position and might be better shared with HR. If it was simply general information about RA and brain fog, that is a different story. Wishing you the best! - Lori (Team Member)
It was general information and my boss is HR.
Thanks I'm pretty sure that's why she didn't have an answer because that's what her boss told her to say. I was just really frustrated by it and wondered if I was missing something. It sure would have been nice to know what it was the precipitated the conversation. Probably could have given better feedback with it. Honestly, I wouldn't assume her boss told her to say anything. If it was me, I'd ask. But that's me.
I do not believe it was inappropriate but also not actionable. We might consider the car mechanic. A person arrives and tells them they hear when they stop. That information is not useless, but it is also not actionable. Unless the mechanic investigates the wheel, undoes the bolts, takes off the tire, etc., they cannot fix it. Is the complaint inappropriate? No, of course not. But until they get it taken apart, they cannot do much about it.
Such as it is with ADA. Unless the employee brings in a noted disabling condition, supplies a doctor's note, and asks for an accommodation, the information is not actionable.
Your supervisor might have chosen her words better, but that does not change the situation much. Before discussing ADA with the supervisor, I suggest considering what accommodation you would like and for what reason. Daniel points out that employers of a specific size have legal obligations to adhere to the ADA standards. However, unless brian fog can be medically identified, a reasonable accommodation imagined and implemented, the choice is far less clear.
An employer who does data processing may offer employees more time to do the job, better lighting, fewer steps, or a different position. However, they would unlikely be required to assign an aide to check the employee's work before it is turned in.
