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Regarding "reasonable accomodations" for PWP or any other disability by major employers: I worked for several years in the human resources department of a well-known, multi-national company. It was touted as one of the best companies to work for in America. HOWEVER - While we did make extensive efforts to find another job for our hourly employees if they could no longer perform their old job and if the old job couldn't be modified to accomodate their disabilities (that was one of my duties, and I worked determinedly and creatively at it), the same consideration was not shown to managers who developed a disability. Basically, if our managers needed anything other than temporary accomodation, such as for recuperating from a heart attack, their lives became very difficult. (Thank goodness exempt employees were handled by someone else - I would have hated to be responsible for that situation). I guess I should add that one of the most difficult restrictions to accomodate long-term was shortened days, particularly on an as-needed basis, even for hourly workers. The offer of "accomodation" you received was typical of the amount of accomodation you'll get in many big businesses. I recognized the wording myself. I don't mean to be discouraging, but what I heard, with ears accustomed to hearing those human resource messages, is that that's about the extent of the accomodation you're likely to get, and if you need more as time goes on, they'll be easing you out the door. A fellow employee of mine had Parkinson's and belonged to our support group, but swore me to secrecy because he knew that would be the end of his career if it were known. Basically, a manager or "white collar" worker isn't permitted to show any weakness. Of course, I knew how things worked, and would never have mentioned his PD to anyone. Eventually, his symptoms became impossible to hide or explain away, plus the fatigue factor became really debilitating, so he chose to retire early rather than let himself be "eased out." I know this isn't what you want to hear, and it's possible it's not applicable to your business or your situation, but that's been my experience, for what it's worth. In spite of the ADA, it's harder than most people imagine for an employer to make a "reasonable accomodation." However, I think you did mention working from home via computer a couple of days a week. If you haven't suggested that yet to your manager, you might think through how it would work and have a plan in place, and then present it to him/her as a solution. If it's at all do-able, your management team could possibly find it more palatable than simply having you leave early "as needed." If it really seems workable to you but your immediate manager won't consider it, then it's time to go higher up the ladder. The head of your company's Human Resource Department should be well-versed in ADA regulations, but many HR people are better at figuring out how to get around regulations than in how to implement them. Didn't realize when I started this how negative I was going to end up sounding. However, big business is big business. You'll find some individuals that will go out of their way to work with you, and then there are the others. Hope you know the lay of the land and can figure out which is which. Hang in there. This is a tough time for you. However, if your employer turns out to be impossible to work with, life is too short to stick around and make yourself miserable for the next several years. If that's how it works out, there are wonderful things you can do while on disability. You can keep busy and contribute in many ways to the world around you, and most importantly, you can take care of yourself! Sincerely, Margie Swindler cg for Dick, 52/15 [log in to unmask]