Sharing Medical Issues with Employer? (Page 2)

As a boss, I would appreciate this conversation WAY more than one about female problems or anything else.  We are big girls and boys and we need to have open communication.  Shyness about something like this has no place IMHO.

Look, part of the issue here is how much information SHOULD an employer really need to know about something like this. It may very well be cancer. It might not. I sure as hell hope it's not. And if it IS, I'm only 28 years old and ovarian cancer is very, very serious, so I hope you will pardon my hesitation about sharing this information with someone of the opposite gender who's not a doc, not a friend and not a spouse - someone who couldn't possible fathom the implications of something like this. This has nothing to do with my being "shy". This has to do with how much my BOSS needs to know about the inner workings of my anatomy. I'm not having a tooth pulled here. Yes, it's just biology, but I think certain things don't really belong in the workplace - which is why I was wondering how I should best handle this, without adding to any speculation. Sharing private information can have certain legal ramifications in the workplace, so I wanted to make sure I wasn't off-base by withholding information from my supervisors.

I have decided not to tell them specifically what it is, except that if in the event, it becomes very serious, I will let them know as soon as possible, if I feel as though any details need to be released, esp. if I am required to miss a lot of work. Otherwise, they will be notified as soon as possible when I schedule appointments, and my hope is that it should be all taken care of in a couple of months tops, depending on scheduling. At this stage in the game, I am hoping everything is benign and it will be done after that. But you just never know.

Thanks to everyone for your help and insights.

I think that how D001 handled it is an excellent example to go by. 

I had a similar situation in that I had just started my job when I discovered I might need to see a chiropractor on a regular basis.  I said "I need to take care of a medical condition where I may need to make a few regular appointments over the course of the next few months.  I am mentioning this because I don't want you to think regular absences are normal for me, since we don't know each other very well yet.  I anticipate it will be taken care of within about 3-4 months.  I will use the sick time I have earned for time I am way from the office and will be as accommodating as possible to take care of any pressing work situations." 

As I manager I would be thrilled to hear this, because frankly I would be worried the employee was interviewing for another position.  I think they will be humbled enough by your candor that they will be very nice about it.

I think following up with an e-mail is also a great idea.  You can frame it as a thank you.

I agree with Marvarnett.  It's a disease.  Nothing to be ashamed off. 
Say if you break your collar bone and had to call in to tell your boss you wouldn't be able to come to work would be be so vague as well? 
I bet your office would not pester you if you said something along the line of what Marvarnett wrote a few posts ago. 

In the end, it's your decision of what (not) to say.  Good luck, and hope it's not cancer. 

Your employer does not need to know the nature of your medical condition. A medical excuse is all that is required. I would tell them it is a female issue and leave it at that. period.

To the poster who said it is like a broken collar bone, would you describe medical problems with your penis to an all female office? May be you would, but it is not necessary.

And to those who said get a note from the doctor, most doctors are very aware of HIPA and will not list your detailed info in a note.

I would tell your supervisor that you have the upcoming appointments that you are aware of and that further follow on may be required. These appointments are medically necessary and let him know you are willing to do what is required to do what is necessary to make up the time and be available in crisis situations at the office. period. Do not elaborate.

The general default should be that you inform your supervisor of the situation and document it.. if they don't know they'll just assume that you are being slack..

As a supervisor who's dealt with very similar situations, be very careful about presenting yourself in a non-adversarial way.

I have a former employee who chose to take a belligerent stance regarding some issues, and gave little to no notice when they were going to be out of the office.  They are now a 'former' employee.

I have another employee who had to deal with some rather serious issues, who came and talked to me very openly and made it clear they willing to be as flexible as they could be, gave as much advance notice as possible so projects could be reallocated and work continue.  I've gone to bat for them several times, and have gone out of my way to be as accommodating as possible.

No, you have no legal obligation to provide any details, but if *you* turn this into an adversarial relationship with your direct supervisor, then you will reap what you sow.