Which of you with ADHD have disclosed it at work and/or asked for accommodations? Did you tell your manager? Have there been any repercussions?
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- Cision zntl71I’ve disclosed it in the past and will never do that again- it was completely used against me
- New / Eng bytecAs someone with ADHD too, I see nothing but downsides to disclosing this information. There aren't any minor accommodations that are worth the potential downsides. I would not expect management/HR to possibly deal with this well. Do you?
Use a therapist to work on symptom coping skills/strategies if you're struggling at work.
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- Airbnb dagdagdagOP, however you proceed, hopefully this exchange gives you an idea of the spectrum of reactions you may get, whether or not they’re warranted or appropriate. If you go the ADA route, do research outside of Blind - ADA is a clearly defined law. If you go the route of asking the manager to accommodate, at least be clear of what you’re asking for, since your manager may not be the best person to propose solutions for you.
- ADA covers any condition that would impair a major life function. Which is concentrating and controlling your thoughts. There are also additional state laws that are more restrictive. WA and CA have some of the most accommodating disability laws and have much more inclusive definitions of what is considered a disability over ADA.
You are required to perform your tasks as part of your employment contract. Poster is not asking to not do their work.poster is asking to do his/her work in a different fashion because the way everyone else does—who are likely not disabled—does not work for him/her due to a mental disability / cognitive difference. You’re allowed to ask for accommodations that will let you complete those same tasks. They may be completed over a longer period or at alternative hours or in a different location but you’re legally covered (and your employer is legally bound to attempt to accommodate) if you need a change in things are normally done.
If you can’t find a solution that works for you and your employer they can fire you, but asking to move your desk to a quieter area and then getting fired would by, almost all standards, end up with a lawsuit that poster would win.Sep 10 1
- This by itself is a reasonable ask, although as with every other ask it is bound by location and office constraints.
On another response you mentioned difficulty wrapping up projects - this would not be a reasonable ask IMO. If I were you, I would not ask my manager to accommodate that
- Expedia Group beep_codeDon’t disclose until you have been able to get your shit together.
HR is not your friend and your manager is not your therapist.
Now per above, get your shit together. There are plenty of therapist that can help you.
- It’s useless to disclose to HR, it’s best to send an email to manager. I got one of these from a direct report who was doing a great job and i told her i hadn’t noticed any issues. She didnt ask for accommodation, but if she had i would have been fine with it. Everyone is different tho so really i think its mostly about do you have a good manager and does s/he like you? Your manager will probably let HR know about the disclosure for u, but you have to inform manager if you want to have ability to file discrimination claims in future if you think its needed.
- HR would open itself up for a lawsuit if it did that, the overall entity is legally liable once notified. Managers are supposed to be liable / covered when you disclose but they often don’t document to hide it. If HR does this it’s very illegal and 1) you don’t want to work there and 2) you can definitely sue. If a manager does something fishy they can get reprimanded or a training. If HR does it that’s a punitive damage charge that would be a lot of money.
- Go to HR first. Don’t go first to your manager. Ask for your specific recommendations in writing and keep a copy on your personal email in case anything goes wrong. Ask Jan has a bunch of accommodations listed.
- Getting all of this in writing is the sure way to make sure they follow the law, which is to provide accommodations. They’ll need to engage in the interactive process and document what’s going on and what accommodations you’re willing to try and if they’re working. A lot of companies / managers will try and immediately fire you—which is illegal. Getting it In writing lets you go to an employment attorney in case things get hairy. HR is gonna go to legal, so you might as well get your legal ducks in a row first.
- Google m6r4Have you disclosed to a psychiatrist and been prescribed Adderall or Ritalin? I'd do that before talking to anyone at work about it...