Hi!

1) Explore the provisions of the Americans with Disabilities Act (ADA) and how it can help you in providing reasonable accommodation in the workplace.
2) The enforcing agency for the ADA is EEOC and they have local/regional offices for free consultation. You can file a complaint with EEOC if warranted.
3) Informing your employer about your rights under the ADA and EEOC enforcement may help them be more accommodating to you.

Here's some information and some examples of workplace reasonable accommodation.

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From the Job Accommodation Network of U.S. Dept. of Labor, USA.

MG and the Americans with Disabilities Act (ADA).

Is MG a disability under the ADA?

The ADA does not contain a list of medical conditions that constitute disabilities. Instead, the ADA has a general definition of disability that each person must meet (EEOC, 1992). Therefore, some people with MG will have a disability under the ADA and some will not.

A person has a disability if he/she has a physical or mental impairment that substantially limits one or more major life activities, a record of such an impairment, or is regarded as having such an impairment (EEOC, 1992).

Accommodating Employees with MG

Note: People with MG may develop some of the limitations discussed below, but seldom develop all of them. Also, the degree of limitation will vary among individuals. Be aware that not all people with MG will need accommodations to perform their jobs and many others may only need a few accommodations. The following is only a sample of the possibilities available. Numerous other accommodation solutions may exist.

Questions to Consider:

1. What limitations is the employee with MG experiencing?
2. How do these limitations affect the employee and the employee’s job performance?
3. What specific job tasks are problematic as a result of these limitations?
4. What accommodations are available to reduce or eliminate these problems? Are all possible resources being used to determine possible accommodations?
5. Has the employee with MG been consulted regarding possible accommodations?
6. Once accommodations are in place, would it be useful to meet with the employee with MG to evaluate the effectiveness of the accommodations and to determine whether additional accommodations are needed?
7. Do supervisory personnel and employees need training regarding MG?

Accommodation Ideas:

Fatigue/Weakness:

* Reduce or eliminate physical exertion and workplace stress
* Schedule periodic rest breaks away from the workstation
* Allow a flexible work schedule and flexible use of leave time
* Allow work from home
* Provide a scooter or other mobility aid if walking cannot be reduced

Vision Impairment:

* Provide large print material or screen reading software
* Control glare by adding a glare screen to the computer
* Install proper office lighting
* Allow frequent rest breaks
* Magnify written material using hand/stand/optical magnifiers
* Alternate covering one eye

Speech Impairment:

* Provide speech amplification, speech enhancement, or other communication device
* Use written communication, such as email or fax
* Transfer to a position that does not require a lot of communication
* Allow periodic rest breaks

Fine Motor Impairment:

* Implement ergonomic workstation design
* Provide alternative computer and telephone access
* Provide arm supports
* Provide writing and grip aids
* Provide a page turner and a book holder
* Provide a note taker

Gross Motor Impairment:

* Provide parking close to the work-site
* Install automatic door openers
* Provide proper ergonomics
* Make sure materials and equipment at workstation are within reach range
* Move workstation close to other work areas, office equipment, and break rooms

Situations and Solutions:

A teacher with MG was having difficulty meeting the physical demands of her job due to muscle fatigue. She was accommodated with a fulltime teaching aid, frequently used supplies/equipment were moved closer to her desk, and she was allowed several short rest breaks during the day.

A delivery person was having difficulty loading and unloading his truck due to lower extremity weakness from MG. He was accommodated with a transfer to a less physically demanding delivery route.

A clerical worker with MG was missing a lot of work because of problems breathing, speaking, and walking. She was allowed to work at home part-time and to communicate via email as an accommodation.

An administrator was having problems handling stress and had some double vision from MG. He was allowed to take rest breaks, assigned a support person in the workplace, and provided a reader as an accommodation.

A hospital employee was having difficulty walking. She was accommodated with a parking space closer to her work-site and was provided a scooter to use at work.

Products:

There are numerous products that can be used to accommodate people with limitations. JAN's Searchable Online Accommodation Resource (SOAR) is designed to let users explore various accommodation options. Many product vendor lists are accessible through this system; however, upon request JAN provides these lists and many more that are not available on the Web site. Contact JAN directly if you have specific accommodation situations, are looking for products, need vendor information, or are seeking a referral.

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Can people who suffer from Myasthenia Gravis qualify for long-term disability?

Patients with Myasthenia Gravis may qualify for disability payments while treatment is first initiated and during exacerbations. Fortunately, most patients improve with treatment and many are able to return to full-time employment, perhaps with some restrictions. The level of weakness and the type of job have great influence on this. Maintaining employment also has psychological benefits.

The ADA was enacted to protect people with disabilities and should help people with MG. Here is the EEOC on disabilities:


Hope this helps.

Rohm.