Dealing with Workplace Issues

Bipolar shouldn't mean the end of your Career

Often I hear people with Bipolar stating that once they have been hospitalised, their bosses seem to go out of their way to get them fired or removed from their positions. I have no doubt that this is the case, seeing that I have had to deal with the same issue last year. Let's be honest there is a lot of stigma in the workplace regarding Mental Illness, after all we are reminding others of their own capacity for madness in a way. Despite my illness I took on every issue thrown at me (I get rather angry when people are out to victimise me), and in the process learnt a lot about the rights of Bipolar people in the workplace. I also completed a course in Labour Law and did a lot of research about the issue on the Internet. Too many sufferers take these issues lying down because taking on a the issue is just too much of a drain, I believe it is time that we stop taking the unfair treatment we are so often subjected to and start knowing what our rights are. Disclosure Many of us would rather not disclose our condition, which is understandable. Unfortunately this would be your first step to prevent discrimination or bias in the workplace. If you are uncomfortable in disclosing to your direct manager, approach your HR Department. By law you can't be forced to disclose, but in order to protect yourself you should - remember whatever you tell HR or your Manager is confidential and disclosure will afford you protection. Bipolar affords you equal rights as other staff members under the Employee Equity Act and the Labour Relations Act. Bipolar can be disabling in the workplace, especially in the beginning when medications have an impact on your sleeping patterns and your behaviour. Having a Mental Disability need not be limiting in any way if you know your rights and how to apply them. Reasonable Accommodation So what does the law say? This is Du Plessis's area of speciality. "An employee with a mental health condition has constitutional rights to equality, human dignity, fair labour practices and access to social security. Once in employment, an employer cannot demote or transfer a person, or reduce her salary because of her condition, as it would constitute an unfair labour practice in terms of the Labour Relations Act." Labour law is highly protective of people with psychological disorders, so it's in an employee's interest to disclose their condition. Once they disclose, the principle of "reasonable accommodation" kicks in. '"Reasonable accommodation' means that employers must remove any possible barriers that may hinder a person from performing the job; it should give the person with a disability equal opportunities for growth and promotion as well as the same benefits that other employees receive; employers can adopt the most cost-effective means to fulfil the above two conditions. An employer may only avoid implementing reasonable accommodation if it would cause an undue hardship for the business in terms of expenses or difficulty," says Du Plessis.

Most people with a psychological disorder can be stabilised, and as long as they continue taking their medications and managing their lifestyle so that they minimise stress, there is no reason why they can't continue working successfully for years." If, however, they find themselves in a situation, with an unsympathetic manager, Du Plessis urges that they keep a written record of any incidents of discrimination. "If there are complaints about their work, they need to ask for feedback in writing and respond in writing. They should approach their HR officer. If there is no HR department/officer then an employee should either contact the Department of Labour directly or the Ministry with responsibility for disability integration. They should also alert their manager to difficulties they are experiencing. (Source SADAG)

I work in a corporate environment in open planned spaces; I find the noise levels to be hard to cope with. I have now been moved to a quieter corner. In addition I applied for and was given a Flexitime Contract so that I can work from home should I need to. I also submitted reports from my doctors directly to HR, stipulating the effects of the medication on my working hours (I come in later, but try to work later from home in the evenings).

My advice to those with Bipolar is to disclose even if it is difficult, and to deal with discrimination head on. You have rights afforded to you by law, use them to protect yourself.