Your link doesn't say "give your employer all your medical records", it says "if you take medical leave you need a certificate from a doctor". There's no obligation to prove you have no medical problems at all, if the employer has a compelling interest (ex. if OP is an airline pilot and they can't have a seizure disorder) they should provide a specific list of disqualifying conditions.
There's no job where ADHD is going to be disqualifying for health and safety reasons.
Where employers have concerns regarding the impact of an employee’s health on safety in the workplace, or there is uncertainty regarding adjustments required or the employee’s capacity to fulfil the inherent requirements of the job, employers can request employees to consent to obtaining further information from a treating practitioner – under threat of dismissal if necessary.
Can employers require additional medical information from a treating practitioner?
In certain circumstances, employers can require additional medical information from an employee’s treating practitioner. Employers have a non-delegable duty of care for the safety of anyone affected by their business operations. If the circumstances indicate that an employee’s health may have an impact on their safety at work, or that of third parties (eg co-workers), the employer has the right to clarify whether the employee’s circumstances can safely be accommodated.
Additional information may also be required to ascertain whether adjustments to the workplace can be made without detrimentally affecting the business, or to ascertain whether the employee is able to fulfil the inherent requirements of their position over the long term. In these circumstances, even if an employee is reluctant to provide the information, the employee – under a lawful threat of dismissal – can be directed to consent to provision of the information by their treating practitioner.
I dont like it anymore than the next person, but these are the games we have to play.
<Large Organisation> can and will make shit like this fly, every time. There is obviously something more going on that OP didn't add, relations between employee and employer have clearly broken down if they are locked out of the office till they sign the document.
If you are taking off a lot of time as a result of a condition, having performance issues related to a condition etc. then clearly this is the way things are going to play out, irrespecitve of where you work or what you do. Australian employment laws allow it, and employer is going to use it ss an easy way to move on a worker.
It doest make it right, but being an asshole isnt enough, you have to actually be breaking the law to be doing something illegal.
There's no "but", it's invasive and illegal. The boss is using OP's ADHD as an excuse to demand all this private information, to "prove" they need accomodation.
Better not to talk in absolutes. The broad scope of this is so unusual that I can't imagine any 'large organisation' with an HR department requesting it without being sure of their grounds in advance. Obviously, they may be wrong, but I doubt this has come from nowhere.
Without any context, it does seem as though this would be illegal in my jurisdiction. However, OP mentions that the request is authorisation for HR, to request medical information, which suggests someone has already reviewed this from HR and it's possible they're more familiar with the law than you or I are in terms of what they can and can't ask for. Especially the 'twelve (12)' stinks as though it's been drafted by a lawyer.
That said, normally a 'fitness to work' proceeding in my jurisdiction would not be entitled to future medical records, and the medical records would be reviewed by first your local GP, and then eventually potentially a government occupational health authority, and would never be passed to the employer.
If this were me, I would most certainly refuse. I would instead offer to provide a statement from my doctor that I am fit to work. I can't see any way that this arrangement could possibly benefit OP.
Car companies do a lot of revenue, but margins are slim. When you actually have to build something out of metal and glass you have to be fixated on cost cutting.
Which is crazy, I've never chosen a car because it costs 1k more or less, but I have ruled out several manufacturers because their UI is awful, and I'm sure it doesn't costs $1k to put half a dozen real switches in
I think the problem for me with finishing projects is that they need to actually get used. I like iterating on prototypes and getting feedback from users, and if people are using the product I'm happy to maintain it. I've maintained a small open source project for 5 years, and I regularly respond to people's requests and add new features.
When nobody is excited about the project, I tend to cut ties. My ideal manager would be the sales/hype person who sells the project outside of the team - I've had a few of these and those projects were very successful.
In my mind the ideal role is on a team that clearly owns codebase, has users giving them feedback, and works with product and management to set a roadmap and then deliver on it. Being able to work with new and interesting technologies would be a bonus, but even just working on medium-sized features with a couple other engineers would be great.
Having a mortgage isn't an accomplishment, it's a liability. It would be expensive and stressful to downsize our biggest expense, and unexpected repairs blew a huge hole in our household budget. I'm well-compensated for now, but how long can I realistically keep it up?
The team hasn't done a great job supporting me, but they deliver on their commitments and the individual team members are extremely competent.
> unexpected repairs blew a huge hole in our household budget.
Yeah that's unfortunate, and maintenance & repairs can cancel out some of the price appreciation as well. But in general it sounds like you are doing extremely well personally and professionally and are going out of your way to tell yourself stories about how things are going wrong.
> The team hasn't done a great job supporting me, but they deliver on their commitments and the individual team members are extremely competent.
Your lack of onboarding reflects extremely poorly on them & their process, not yourself. They made let's say at this point an 100k investment in you with what sounds like zero visibility & process.
> I'm well-compensated for now, but how long can I realistically keep it up?
I would probably just start looking for another job, "dream jobs" aren't always what they are cut out to be and there is no reason to tie yourself to this one. They will not be so sentimental.
When I joined my manager had a few onboarding tasks, I did all of those, and started protoyping my first PR. It was actually a pretty meaty open-ended project and in retrospect it was sort of high-effort, low-reward. I iterated on that several times, wrote proposals, solicited feedback, but ultimately nobody really gives a shit about it, so it hasn't gotten shut down or moved forward.
At this point I've kind of accepted the project is dead but my manager is gone. I've put together a few small PRs but they're similarly just in review hell.
I wasn't a director or anything, I've hovered around senior/staff engineer depending on the company. Still an IC role where I expected some help onboarding and picking a first project.
There's no job where ADHD is going to be disqualifying for health and safety reasons.