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Fireheart,
I would recommend saying you have a disability, and saying to what extent it is likely to affect your work. Also, saying what accomodations you need (Thursdays off to see your specialist, for example).
Unless you require specific accomodations, it's none of their business what the name of your disability is. Heck, even if you do. Once you know whether your boss is going to be sympathetic regardless of label, you can go ahead and tell him the label that's been placed on it.
But otherwise, as long as you can do whatever (bring in your own specialist chair, or be able to select arbitrary days to do low-stress work, or warn your co-workers that you may be unusually abrupt and miss social cues*), but still do your work perfectly will and without adversely affecting the work environment; they really don't need the *name* of your problem.
* People make allowances for this sort of thing when it's 'just the way Joe is'. Surely they can do the same when it's 'just the way Jane is when she's having an attack'.
I would recommend saying you have a disability, and saying to what extent it is likely to affect your work. Also, saying what accomodations you need (Thursdays off to see your specialist, for example).
Unless you require specific accomodations, it's none of their business what the name of your disability is. Heck, even if you do. Once you know whether your boss is going to be sympathetic regardless of label, you can go ahead and tell him the label that's been placed on it.
But otherwise, as long as you can do whatever (bring in your own specialist chair, or be able to select arbitrary days to do low-stress work, or warn your co-workers that you may be unusually abrupt and miss social cues*), but still do your work perfectly will and without adversely affecting the work environment; they really don't need the *name* of your problem.
* People make allowances for this sort of thing when it's 'just the way Joe is'. Surely they can do the same when it's 'just the way Jane is when she's having an attack'.
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