Candy,

1) I agree with Dex - nobody has the right to know what meds you're on unless YOU give permission for someone to tell to a specific person/department. If HR has, in fact, told Roger you're on meds, then she was breach of confidentiality, trust (can be sued, if you push it and play it right.). If she has a HR designation (meaning she can sign passports, etc.) then you can go to the HR organization and have them investigate her. The HR designation, like professional engineer, has a code of ethics. The designation (license) can be taken away. I would research the main HR Organization first though.

2) Call the insurance company. Ask *them* what they need in terms of doctor's return-to-work note. Also, have your doc define what 'limited' means - hours, type of work, etc. Also, ask him if he has any advice. I'm sure you're not the first one to go back to work from surgery/injury, etc. See what he says.

3) Do you know of anyone else in the company who had returned to work after surgery/illness/injury? If you do, talk to him or her or them.

4) Have the HR person to write down what they find is 'acceptable' and work with that. This way, she can't find something else wrong. You went by what was written.

5) Is there anyone else in HR whom you can talk to?

6) Do you have Employee Assistant Program? That would be a resource where you can go to and ask various questions.

7) All else fails - seek legal advice. I don't know how it works in the U.S., but where I am, most lawyers gives a half hour (or in some cases 1 hour) free consultation. Look into the government's employment law or labour law (or whatever it's called in the U.S.)

If I can think of something else, I'll let you know.

Good luck.