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[quote=Anonymous][quote]As a supervisor, I know that an accommodation to a disability can be providing extra time for an essential job function to be carried out.

If you hired an intern who cannot perform an essential job function, I don't think you screen applicants well.[/quote]

Thank you.  I did not select these interns, my boss does that.   As you probably are aware, as a supervisor, you cannot always ensure that a candidate with a clean resume and a cheerful, can-do personality can actually complete a project in a satisfactory way, on time, with appropriate (not excess) supervision.

Which brings me back to my question.  If Emily, with a 3.2 from U. of Texas earned that 3.2 (solid, IMO) because of 4 years of extra time, take-home exams when no one else got take home exams, a personal typist, etc etc .... what happens when Large International Hotel Corp. [b]cannot and will not [/b]provide all of those types of accommodations?

I am very easy-going about giving such a person (who really does exist, btw) as long as she needs to finish a non-time sensitive memo.   Why create artificial hoops?  I don't.   That would be mean.

But there are, in most office jobs, genuine deadlines that can't be modified without negative impact on workflow or other employees.   I personally, and silently, would promote the person who met the deadlines and exceeded expectations with minimal "checking in" or hand-holding, given the choice.

So at the end of the summer, if I have to choose one intern from my team out of 8, I am inclined to go with the person who gets it done (all other things being fairly equal).   One the one hand, this seems completely, totally rational.  Business is rational, say economists.  OTOH, if I reflect as the sister of a guy who struggled professionally due to ADHD .... this seems sad.  Not unfair, but sad.

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