I'm inbound customer service. I answer calls and chats, and respond to support emails. No heavy equipment for me.
I'm not sure; she initially filled out the FMLA forms, but we haven't filled out anything for an ADA. My employer did ask me to fill out an ADA form instead of filing my FMLA papers at the very beginning, though.
With the vital caveat of as long as I have my medication, no, it does not affect major life functions. I can function normally, although there's always the risk of a fatigue attack. Without my medication I am incapacitated.
They have, but things have changed now that I'm on this medication. I'll get an updated form from my doctor right away. On the note of them being able to ask about how frequently it would happen -- they had originally said that they would track how often I needed unexpected leave and if they found it excessive, they would take disciplinary action. I asked them what frequency they would consider excessive so that I could check with my doctor to make sure that we were setting the right expectations...and that's when they replied to tell me that unexpected leave would just count as an attendance hit instead.
The first two months I missed six hours and 3.25 hours. January and February -- my months on the side project -- were hell, because I was titrating on Xyrem. I don't know how much I took but it was prodigious. At the end of February I was still a little shaky; I probably did need the rest of the week and the weekend after to get set to rights.
I desperately want this to be a misunderstanding. And it is disruptive when someone has to just stop working. I wish they would just say, "Ms. sleepyandconfused, that puts an undue hardship on this company." I wish they'd just said it March 1st, at least. The only time that I've gotten a somewhat clear answer to a question was after the STD claims rep called them back to ask why they wouldn't call my unexcused absences FMLA.

