Hi Annmarie,

I surfed around and found some interesting tidbits (below) -- but still
recommend visiting your friendly neighborhood attorney . . .

As you are in Illinois, check out this Epilepsy Resource Center:
www.llcc.cc.il.us/gtruitt/Focus%20on%20service%20Web/epilepsy_resource_cente
r.htm

National Conference of State Legislatures: Epilepsy
http://www.ncsl.org/programs/health/epilepsy3.htm

Legal Aspects of Epilepsy [GREAT links!]
www.epilepsyfoundation.org/answerplace/Legal/

AND,

Illinois Employment Law: Individual
www.weblocator.com/attorney/il/law/emplawind.html

Which includes the following:
    "The ADA only protects from discrimination people with permanent
conditions that limit a major life activity. Thus, the ADA does not cover an
employee who has a sprained ankle that is expected to heal fully, even
though that employee is disabled for a period of time. A person with a
permanent disabling condition that is controlled by drugs, physical therapy,
or by some other treatment is covered by the ADA, such as an epileptic whose
seizures are controlled by medication....
    The ADA is administered by the EEOC. Discrimination against persons with
disabilities also is prohibited by the Illinois Human Rights Act."

Best wishes, sincerely,
Jay



On 3/10/05 2:36 PM, "Annmarie Zan" <[log in to unmask]> wrote:
> I have worked as an educator at a small museum in Illinois for 3 years. They
> knew when they hired me that I had a seizure disorder. In those 3 years I have
> had 1 seizure at work (2 weeks ago) they are now not allowing me to come back
> to work until I am seizure free because I may have a seixure in front of the
> public. Does anyone have experience with this as a employee or employer? Do
> you have anyone with a similar disorder on your staff? How do you handle it? I
> feel I have a disorder but I am not disabled is this an unreasonable
> distinction? Feel free to contact me off list if you are more comfortable.
> Annmarie Zan
> [log in to unmask]

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