I Need to Tell My Future Employer Something They're Not Going to Like. I'm Worried It Could Get Me Fired.

"Americans With Disabilities Act (ADA) accommodations kick in when a company has 15 or more employees, which means that you'll be protected best if you target companies that hit that threshold. Your disease does qualify as a disability, and the accommodations you're asking for (one three-hour infusion every six weeks) are reasonable. So it would not be legal to fire you, as long as you disclose your disease and the needed accommodations-but there's no requirement to do this prior to your hiring."

"As to the question about health insurance, my sense is that the more crucial thing is that you get clarity before you accept a job about how much this insurance will cost and whether your infusion is covered. And a small company might be able to absorb the cost better than a large company, because small companies often use a third-party benefits administrator that pools together employees from other small companie"

A chronic condition in remission can still qualify as a disability under the ADA. Reasonable accommodations can include a three-hour infusion every six weeks. ADA protections generally apply to employers with 15 or more employees, so targeting companies at or above that threshold can provide stronger protection. There is no requirement to disclose the condition before being hired, but disclosure and accommodation needs must be handled to ensure the employer can accommodate the schedule. Termination for needing the time off to receive infusions is not legal if the accommodations are reasonable and properly disclosed. Health insurance costs should be clarified before accepting a job, including whether the infusion is covered. Smaller companies may use third-party benefits administrators that pool employees, which can affect how costs are absorbed.

Read at Slate Magazine