OP with an update. I disclosed before the offer and the company didn’t miss a beat in their response. What a relief. For those who said I should have disclosed with my application, this was a cover letter/resume only application.

Anonymous wrote:Did you disclose during the online application? 9 out of 10 companies have the ADA waiver/disclosure at the end of the application…….

…and then you esign indicating truthful responses.

For many companies, this is optional during application, and only becomes required during the preemployment process after the offer has been extended and accepted. There’s also a “choose not to answer” option.

Anonymous wrote:To OP -- is this the your first job? I'm wondering how you have handled this in the past?

Lol

Anonymous wrote:

Anonymous wrote:

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.

I’d ask before the offer. You’ll look too difficult if you think you’re going to bring out a bunch of surprises to negotiate immediately afterwards.


You only have a matter of days to negotiate your accommodations or else you decline and they go to the next candidate.

wtf. the law *requires* them to accomodate her. it’s not actually a negotiation.

No the law requires that the employer engage in an interactive dialogue to determine if the requested accommodation is reasonable.

But there's no particular deadline. The offer doesn't expire if they don't reach agreement within days.

Offers absolutely expire.

Are you talking about unskilled wage labor or salary jobs requiring degrees, maybe even years of relevant experience?

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.

I’d ask before the offer. You’ll look too difficult if you think you’re going to bring out a bunch of surprises to negotiate immediately afterwards.


You only have a matter of days to negotiate your accommodations or else you decline and they go to the next candidate.

wtf. the law *requires* them to accomodate her. it’s not actually a negotiation.

lol.

This is how medical fraud is uncovered not unaccommodative employers.

After you accept the offer.

Anonymous wrote:Did you disclose during the online application? 9 out of 10 companies have the ADA waiver/disclosure at the end of the application…….

…and then you esign indicating truthful responses.

There's no such thing as a requirement for disclosure. It's voluntary for their stats. You must be trolling.

Did you disclose during the online application? 9 out of 10 companies have the ADA waiver/disclosure at the end of the application…….

…and then you esign indicating truthful responses.

After the offer.
If they can offer you a reasonable accommodation, they will.
Physical accommodations are easier to accommodate and more likely to be deemed reasonable and in reality are usually not hard to accommodate. However, there are circumstances where accommodations can be denied because it depends upon what the job physically entails. (Job requires repetitive motion and you can't do that and there is no machine or software to replicate it).

Anonymous wrote:

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.

I’d ask before the offer. You’ll look too difficult if you think you’re going to bring out a bunch of surprises to negotiate immediately afterwards.


You only have a matter of days to negotiate your accommodations or else you decline and they go to the next candidate.

wtf. the law *requires* them to accomodate her. it’s not actually a negotiation.

No the law requires that the employer engage in an interactive dialogue to determine if the requested accommodation is reasonable.

But there's no particular deadline. The offer doesn't expire if they don't reach agreement within days.

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.

I’d ask before the offer. You’ll look too difficult if you think you’re going to bring out a bunch of surprises to negotiate immediately afterwards.


You only have a matter of days to negotiate your accommodations or else you decline and they go to the next candidate.

wtf. the law *requires* them to accomodate her. it’s not actually a negotiation.

No the law requires that the employer engage in an interactive dialogue to determine if the requested accommodation is reasonable.

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.

I’d ask before the offer. You’ll look too difficult if you think you’re going to bring out a bunch of surprises to negotiate immediately afterwards.


You only have a matter of days to negotiate your accommodations or else you decline and they go to the next candidate.

wtf. the law *requires* them to accomodate her. it’s not actually a negotiation.

Anonymous wrote:

Anonymous wrote:Werent you required to disclose during the application? I remember all those tickboxes where I have to sign and date that I have no disability

This.

The small employer is going to learn this the hard way.

What? No. You do not have to attest to disability status. Wtf.

OP I think if you need anything expensive or difficult to set up, it’s a gesture of good faith to let them know ASAP once you accept. You don’t have to say anything about it before that. If anything you can let them know you can start remotely while they set it up.

I would request the accomodation after I accepted the offer and negotiated the salary but before I quit current job.

Anonymous wrote:Werent you required to disclose during the application? I remember all those tickboxes where I have to sign and date that I have no disability

What? What kind of job application was this?