At what point do you mention accommodations

[Anonymous]

If you have a disability, at what point in the interview process do you disclose? With remote interviews it can be hidden but it cannot be in person. I want to be sure wherever I land can accommodate me and worry that if I wait until after I have an offer I might be making life hard for the small office I’d be working in and that might cause some resentment. Yet I also don’t want to lead with my disability. By the way, I am extremely well qualified for the position.

[Anonymous]

Your disability is visible or naw?

[Anonymous]

What kind of accommodations would you need that you think would lead to resentful?

On the one hand, it’s not really your problem, so I’d like to suggest you say nothing until you have an offer. On the other hand, who wants to work with resentful colleagues, even if they shouldn’t be resentful of following the law?

[Anonymous]

I would negotiate your accommodations after you’ve received an offer. That way you don’t accept an offer to work somewhere that is unwilling or unable to accommodate you. That said, they are obligated to accommodate to a reasonable degree, so you could wait until after you’ve accepted.

[Anonymous]

After you have accepted the offer if the employer is large enough to be covered by ADA. If they're smaller, then while you are discussing the offer, but after it has been made.

[Anonymous]

À lot of people would say wait until you start the job. I would still wait until after the offer, but it comes with the risk of the offer being rescinded (on some pretext). I get the sense you would rather that happen than to take the job only to learn they can't accommodate.

Would it be possible to ask during the interview process to have an opportunity to tour the office and meet the team before you make a decision? Then you could mention that you'd need a ramp, or whatever.

[Anonymous]

So what's the accommodation? Are you in a wheel chair?

[Anonymous]

Anonymous wrote:À lot of people would say wait until you start the job. I would still wait until after the offer, but it comes with the risk of the offer being rescinded (on some pretext). I get the sense you would rather that happen than to take the job only to learn they can't accommodate.

Would it be possible to ask during the interview process to have an opportunity to tour the office and meet the team before you make a decision? Then you could mention that you'd need a ramp, or whatever.

Don't do this. It's much easier for an employer to "decide on another candidate" at this point in the process. Wait until you have an offer. That puts you in a much better decision. If the employer decides to rescind the offer, they will have to prove that they did so for reasons that were not discriminatory. If you have an interactive back and forth about your requested accommodations, as is required, and they decide that your requested accommodation isn't reasonable you will have more information to go on. Either you will decide that they are being reasonable or you can decide to file a complaint under the ADA.

[Anonymous]

I’m being particularly vague because I don’t want to be recognized. DCUM is such a small world. Fortunately I don’t need anything as major as a ramp and I am not asking to work remotely. I think I will wait for an offer. I don’t think anybody would argue the accommodation knowing the disability. Of course there is a possibility they will figure it out before that if the next interview is in person.

[Anonymous]

Anonymous wrote:I’m being particularly vague because I don’t want to be recognized. DCUM is such a small world. Fortunately I don’t need anything as major as a ramp and I am not asking to work remotely. I think I will wait for an offer. I don’t think anybody would argue the accommodation knowing the disability. Of course there is a possibility they will figure it out before that if the next interview is in person.

If it's an obvious physical accomodation like not using stairs or seizure safety, just tell them what you need when you join.

If it's ADHD or fatigue or some mental condition, you're in for a much more tense negotiation, and should research back channels to see how supportive they are.

[Anonymous]

Anonymous wrote:I’m being particularly vague because I don’t want to be recognized. DCUM is such a small world. Fortunately I don’t need anything as major as a ramp and I am not asking to work remotely. I think I will wait for an offer. I don’t think anybody would argue the accommodation knowing the disability. Of course there is a possibility they will figure it out before that if the next interview is in person.

So long as you’re not asking to remote, I have no doubt they will work with you!!!

[Anonymous]

Invisible mental disability or a physical disability Op?

If you know your accommodations are going to interfere with your ability to do the job well, bow out. Find a better match company and role.

[Anonymous]

Anonymous wrote:

Anonymous wrote:I’m being particularly vague because I don’t want to be recognized. DCUM is such a small world. Fortunately I don’t need anything as major as a ramp and I am not asking to work remotely. I think I will wait for an offer. I don’t think anybody would argue the accommodation knowing the disability. Of course there is a possibility they will figure it out before that if the next interview is in person.

If it's an obvious physical accomodation like not using stairs or seizure safety, just tell them what you need when you join.

If it's ADHD or fatigue or some mental condition, you're in for a much more tense negotiation, and should research back channels to see how supportive they are.

+1

Asking for shorter hours, a dog at your feet, noise canceling headphones all the time, AI to do your writing, extra time to do work, extra written instructions for every repeat and new task, nap time, speak to text software, tons of work from home days, etc is indeed difficult in productivity, team morale, and a company.

[Anonymous]

Anonymous wrote:If you have a disability, at what point in the interview process do you disclose? With remote interviews it can be hidden but it cannot be in person. I want to be sure wherever I land can accommodate me and worry that if I wait until after I have an offer I might be making life hard for the small office I’d be working in and that might cause some resentment. Yet I also don’t want to lead with my disability. By the way, I am extremely well qualified for the position.

hidden on remote interviews?

I don’t get it. What’s going to cause potential resentment or make life hard?
You need wheelchair assessible everything?

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:I’m being particularly vague because I don’t want to be recognized. DCUM is such a small world. Fortunately I don’t need anything as major as a ramp and I am not asking to work remotely. I think I will wait for an offer. I don’t think anybody would argue the accommodation knowing the disability. Of course there is a possibility they will figure it out before that if the next interview is in person.

If it's an obvious physical accomodation like not using stairs or seizure safety, just tell them what you need when you join.

If it's ADHD or fatigue or some mental condition, you're in for a much more tense negotiation, and should research back channels to see how supportive they are.

+1

Asking for shorter hours, a dog at your feet, noise canceling headphones all the time, AI to do your writing, extra time to do work, extra written instructions for every repeat and new task, nap time, speak to text software, tons of work from home days, etc is indeed difficult in productivity, team morale, and a company.

None of these. It’s not a mental disability. It’s physical.