Complaint Review: ST. Clair County Commission - Ashville Alabama

While there are certainly some dubious circumstances here, such as the approaching entitlement eligibility, it is my impression that you are a victim of our government's inadequate addressal of epilepsy. Epilepsy can be an extremely debilitating disorder, and (as in your case) can often be extremely difficult to manage. Per government assistance and protection, however, epileptics are left out in the cold. Both the FMLA and the ADA contain "reasonable accomodation" clauses that expemt companies from having to make modifications that will impose upon them an undue hardship. As epilepsy is unpredictable, renders its victims temporarily unconscious, and sometimes involves violent muscle spasms, most companies can easily show that accomodating epileptic employees would place an "undue hardship" on them. This is unfortunate, but reasonable. The possible expenses of employing an epileptic, including liability issues, could be an enormous expense for a business. The unreasonable part is that, evn though they have a medical condition that prevents employment, epileptics are generally denied disablity benefits. I'm not sure of the reasoning behind this. Most employers, and the courts, view epilepsy as a disabilty severe enough that it is not covered by the ADA. The legislature, however, has failed to recognize epilepsy as a disorder warranting benefits. You may want to speak with a lawyer regarding your particular circumstances. My personal experiences (my wife and a good friend are both epileptic), however, have shown me that epeileptics are caught between a rock and a hard place. Best of luck to you, and I hope that you find success in managing your siezures. P.S. I urge you, and any others who may see the injustice here, to write to your federal legislators (you can find their addresses toward the front of most phone books) and demand (politely) that they address this issue.

While there are certainly some dubious circumstances here, such as the approaching entitlement eligibility, it is my impression that you are a victim of our government's inadequate addressal of epilepsy. Epilepsy can be an extremely debilitating disorder, and (as in your case) can often be extremely difficult to manage. Per government assistance and protection, however, epileptics are left out in the cold. Both the FMLA and the ADA contain "reasonable accomodation" clauses that expemt companies from having to make modifications that will impose upon them an undue hardship. As epilepsy is unpredictable, renders its victims temporarily unconscious, and sometimes involves violent muscle spasms, most companies can easily show that accomodating epileptic employees would place an "undue hardship" on them. This is unfortunate, but reasonable. The possible expenses of employing an epileptic, including liability issues, could be an enormous expense for a business. The unreasonable part is that, evn though they have a medical condition that prevents employment, epileptics are generally denied disablity benefits. I'm not sure of the reasoning behind this. Most employers, and the courts, view epilepsy as a disabilty severe enough that it is not covered by the ADA. The legislature, however, has failed to recognize epilepsy as a disorder warranting benefits. You may want to speak with a lawyer regarding your particular circumstances. My personal experiences (my wife and a good friend are both epileptic), however, have shown me that epeileptics are caught between a rock and a hard place. Best of luck to you, and I hope that you find success in managing your siezures. P.S. I urge you, and any others who may see the injustice here, to write to your federal legislators (you can find their addresses toward the front of most phone books) and demand (politely) that they address this issue.

While there are certainly some dubious circumstances here, such as the approaching entitlement eligibility, it is my impression that you are a victim of our government's inadequate addressal of epilepsy. Epilepsy can be an extremely debilitating disorder, and (as in your case) can often be extremely difficult to manage. Per government assistance and protection, however, epileptics are left out in the cold. Both the FMLA and the ADA contain "reasonable accomodation" clauses that expemt companies from having to make modifications that will impose upon them an undue hardship. As epilepsy is unpredictable, renders its victims temporarily unconscious, and sometimes involves violent muscle spasms, most companies can easily show that accomodating epileptic employees would place an "undue hardship" on them. This is unfortunate, but reasonable. The possible expenses of employing an epileptic, including liability issues, could be an enormous expense for a business. The unreasonable part is that, evn though they have a medical condition that prevents employment, epileptics are generally denied disablity benefits. I'm not sure of the reasoning behind this. Most employers, and the courts, view epilepsy as a disabilty severe enough that it is not covered by the ADA. The legislature, however, has failed to recognize epilepsy as a disorder warranting benefits. You may want to speak with a lawyer regarding your particular circumstances. My personal experiences (my wife and a good friend are both epileptic), however, have shown me that epeileptics are caught between a rock and a hard place. Best of luck to you, and I hope that you find success in managing your siezures. P.S. I urge you, and any others who may see the injustice here, to write to your federal legislators (you can find their addresses toward the front of most phone books) and demand (politely) that they address this issue.