I find this offensive, WDYT?

July_2009

I started a new job at 10 weeks pregnant at this large corporation. I told my Manager about my pregnancy on Day 1 and he has been nice and accommodating about it (his wife is pregnant too). However, the department's director is altogether a different story. On a couple of ocassons that I had to work from home due to dr's appointments, he pulled me aside and I had to explain I I have type 2 diabetes and have more than usual share of dr's appts, blah blah. And he goes "how come you did not mention that you had diabetes in the interview?"!!!!!!WTF? Why would I talk about any diseases I have in the interview, has he heard anything about HIPAA? 

And the other day my manager mentions to me that the director made a comment about me that he sees me "walking around" the floor a lot. So, I had to explain to my manager that I walk 2 hrs after lunch to control my sugars. I have been in the finance industry for 12 years working alongside big shots. BUT NEVER have once did anyone put me through such scrutiny for non-work relates stuff and I did say as much to my mgr. I really find it offensive that I have to explain why I walk around the floor?! Where does this stop? Tomorrow it could be about my restroom trips?

WDYT? Am I overreacting or would you find this offensive too?

ETA: I am not missing any meetings or work, my walk around the floor twice takes about 5 mins max. The director is new and has been rude and offending on many occasions to other employees too as per the talk on the floor. And it is not like it is easy to notice me walking on the floor, this floor is HUGE. It spans from one street to the other and for someone to notice someone walking must take some effort. And the biggest issue I have is if my Manager did not expect me to justify, I keep wondering what is the value of mentioning this to me, could he not filter it out and keep it to himself? 

 

fryrat

If it's a large corporation, I would give the person a written notice of HIPAA privacy information and document all of this with HR. It doesn't matter if the person is a nice director or not, they may not actually have any clue about HIPAA and what's right vs. wrong. Maybe HR would want to use this as an opportunity to educate people and do a seminar.

RoxyLynn

HIPAA doesn't apply here, but the ADA could

That said, snippy comments are just that.  If you were denied a promotion, singled out (e.g. not invited to the company's holiday lunch), etc. because of your diabetes, then the ADA could be an issue.  But for right now, it sounds like he's just judgmental and callous - poor management style, but not illegal.

AZ123

I agree with the above poster. at this time, I wouldn't personally make a big deal out of it. Just explain the reason to the question. How's your work quality? It takes time to prove yourself at an organization so I don't think you're being treated this way because of your diabetes or pregnancy. The director is probably just overly involved in an annoying way.

chels0120

I'd be speaking with HR. That is totally unacceptable! I had a boss like that when I was pregnant and it baffled me! He wrote me up once due to excessive bathroom trips... so I started puking in my garbage can because apparently going to the restroom to throw up wasn't ok with him. It was like this with one thing after another the entire time.

daisy662

I am an HR Exec. You need to discuss this with your HR department stat.

SparkySharky

Yes, discuss with HR. The director just sounds uneducated or uninformed. You should not have to disclose anything about your health unless you're requesting an accommodation. They can request doctor's notes to verify your appointments, but if anything else you're doing is not interfering with performing your job - then it's no one's business.

HR discussions are confidential, so give them specifics. You don't have to frame as a complaint, just inquire about their policies and provide them an "FYI" regarding the director's misconceptions. You can even go to your director with your supervisor  just to clear the air and let them know that you do have some medical issues, but nothing that you feel puts your performance in jeopardy. While you don't want to discuss your particular medical issues, you certainly wouldn't want to miss the opportunity to address any issues with your performance if they have concerns.

EastCoastBride

Yeah, I'd talk to HR too.  If his comments aren't directly affecting your job, I'd bet you it will only be a matter of time until they do.  I'd want a paper trail set up.

And ditto- this has nothing to do w/ HIPAA.  That has to do w/ others protecting your privacy.  It's not about YOU "protecting" your own privacy.  He's not violating anything.

ridesbuttons

At first I read that you walked for 2 hours after lunch.  I'd have a problem with that no matter what the circumstances.  But a 5 minute walk 2 hours after lunch is the same as the smoke breaks that I'm sure you're coworkers are taking.

To HR with you.  I call bullSHlT on the higher ups who are ok with any of this.

Lahardy96

Regardless of who you talk to, an HR friend told me to document everything when I had an issue with my boss - each incidence and date. I kept a file on my hard drive. i didn't talk to my HR at the time because I didn't trust our rep and did not like her, but if there aren't issues like that, i agree with pp and talking to Hr. in my case i started disscussing directly with my boss, giving hom specific examples of what i thought was innappropriate - not fun, but things got better. Good luck.

MagPie 1986

FYI, this situation has nothing to do with HIPPA and everything to do with the Department of Labor and labor laws.