I was diagnosed in October 2021 with NASH cirrhosis and in January 2022, I started the listing process for a liver transplant as the only treatment option available to me. As my then-employeer's health plan disengaged from my hospital as a transplant center of excellence and allowed-me 6 months of grandfathered care, I sought out a new employer.

As I had a key role on a government contract, I spoke to the prime contractor about joining them. They were fully aware of my pre-existing condition before I applied, and I listed my condition under the disability accomodations when I signed my employment letter. I also asked HR if there were any restrictions with pre-existing conditions, and was told there was none.

The only provision that I had from my physician was to avoid exposure to COVID-19 during periods of increased community risk. I had the option to telework, and the federal government had protection levels in place based on community transmissibility rates.

The new PM on the program recorded the telework waiver for just my group, based on the actions of other members, and told me that I could not have telework out of the "appearance of favoritism". I reminded him that no other team member had a known disability with a compromised immune system.

Naturally, I contracted a bad case of COVID-19, and immediately afterwards developed shingles due to the damage to my health. I took short-term disability to allow for recovery time and rest.

I set a date of three weeks in consultation with my transplant team, and kept in contact with my employer, including my return to work date.

My risk score of end-of-life risk due to terminal liver disease jumped from 12 to 23 out of a maximum of 40. As a result, I was placed on the 24-hour standby call list for a transplant.

When I returned to work, I informed them of the new accomodations requirement, and then I was told that no one expected me to return, so they restaffed my position, removed me from the program, and we're willing to place me on indirect overhead for two weeks to find a new manager to take me on. (Learned later on from a deputy PM's quote in an email that it was a cost-cutting measure.)

After reaching out to HR, I exercised my right to reinstate short-term disability for the NASH cirrhosis to preserve my benefits as the sole income for my family, loosing 40% of my income in the process.

In the time since, I have consulted with a new transplant team at Duke University Medical Center, who can perform a dual simultaneous transplant and corrective procedure that will increase my survival odds and give me a better quality of life.

I relocated down to North Carolina before the start of the school year to allow my son to enroll.

At that time, I was notified that my short-term 120 benefit period had expired, but because I had not worked for the company for a year prior to taking disability, three months of prior records were required to see if I had been 'treated' for the pre-existing condition. I said since the only mitigation for the condition is a transplant, I have not been treated yet, or even scheduled since the UNOS transplant list is based on regional supply and greatest need.

I was informed then that even discussing the condition with a doctor constituted 'treatment', and that all payments are on hold pending review.

They've had the documentation from me, and my physicians for almost three weeks, and I am 4 weeks out from my last payment.

I cannot get anyone from my company's HR staff to tell me what my employment status or benefits are, or will be, I have not offer of COBRA benefit coverage, and all calls to my claims examiner at Lincoln Financial go to a gentleman who could not care less.

To further complicate matters, my 15 year old son may be facing inpatient hospitalization for hemiplegic migraine within the next few days.

TL:DR - Dad is terminally ill, broke, left in limbo, and has a kid who need medical attention. Angry, pissed off, and ready to lawyer up.