Yes...
I find that in moving from California (an understanding state,) to Texas ( a right to work state,) I set myself up.
I was terminated from NCH Corporation for revealing my ADHD. I looked for attorneys to help fight the case, but was told that in Texas, employers could termanate your employment for whatever reason they wanted to use. ( I did, however, win the unemployment compensation battle with the state.)
Just as Minorities and other "special interest groups" have chalanged the system and prevailed... so to should we unite to solidify our rights. As an individual with ADHD, YOU DO HAVE RIGHTS... and we NEED TO BE HEARD. Let us band together to present a mighty force, so that none of us should ever face injustice again. One may be ignored... but as many... THEY WILL HAVE TO TAKE US SERIOUSLY!!!
Hold up here, guys. ADHD is covered by the ADA (Americans with Disabilities Act) which is a federal law. (I thought it was but someone here confirmed that.) Federal law ALWAYS trumps state law, so any "at will" employer still has to abide by it and they know it--especially the larger companies. It is, therefore, unlawful for an employer to terminate someone who is covered by the ADA and you can bring suit against them. But be warned, in order to do so, you generally have to file your claim with Health and Human Services (think they're the enforcing agency) within 90 days. Once you've done that and your complaint is on record, then you can sue the bastards!
Furthermore, if you ask for accommodation based on an ADA-covered condition, you still do NOT have to reveal what that condition is, only what accommodation you are requesting. For "mental disabilities" it's considered a "reasonable accommodation." It would be unreasonable, for example, to request exemption from critical job duties. If you have SAD (seasonal affective disorder--assuming it's covered--I don't know), you could request a special light in your work area but do not have to explain the reason for that request or the condition that's requiring the request--only the request, itself. People can speculate all they want, but without confirmation from you, that's all it is--speculation.
Also, it is NOT necessary to reveal the nature of the medical condition for which you are on prescribed medication. All you need is a certificate from a physician that you are under his/her care and are on a certain medication or a certain class of medication. The prospective employer can surmise that it's ADHD but that's all it is--an assumption. They're not MDs so don't know every condition for which this might be a legitimate treatment. Don't tell them anything that you don't have to. It's not their business. Legally.
When you go for the drug test, simply give them the certificate from your doctor saying that you are on medication or maybe a certain class of medication as part of your medical treatment. That's it. I'm not sure if the ADA gets into this aspect of it but it might. It's online so you can look it up.
My point is that you do NOT have to reveal to any employer what your condition is as long as your doctor backs up that it does not preclude you from performing your work tasks.
sachetm38521.2375[QUOTE=Hemmie]What i don't get is that the smartest people on the planet are usually ADD/ADHD people.. it's like people are oblivious to this fact.
However, by looking at the outside world, especially high speed industries like the one i work in, i see constant discrimination of absurdly intelligent and innovative people... It's a sad world we live in.
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Didn't you know that the Fortune 500 are mostly run by those with B and C averages? Look at our two presidential candidates--both C students. (Of couse, I was also a C student as an undergrad and now have a 4.0 in a doctoral program so a lot of it is simply maturity).
Intelligent, innovative people are very threatening to those who aren't. Rather than celebrate that people have different gifts, most people just get jealous and try to pull down those they are afraid are smarter and more creative than they are--because they're not smart enough (actually, it's more a matter of not making the effort to make themselves smart enough rather than any innate ability or lack thereof) to figure out how to make it work for everyone.
9/11 was about a bunch of jealous, stupid, petulent children having a temper tantrum. And look at the cost--the ongoing cost on both sides. Really accomplished a lot, didn't it? That's how stupid, jealous people think and act--some more than others.
As an educator/psychologist I look at it from the standpoint of how to awaken the best in those who are open to being awakened (as well as how to keep those who aren't from pulling me down with them, as best I can). We are, what we believe deep down, that we are. Tells you a lot about how most people are raised, doesn't it?
Ok, what kind of accomodations would you ask for with ADD? For a desk job, any ideas? My job is pretty flexible, I can take little breaks whenever I want, I'm not watched all the time, having to account for every minute. I can't go 'disappearing' but if I want to take a break, I can.
Just wondering.
I need no accomodation to my disorder at all really.. i just need a smoke break or four in a day and that's all i need.Let me go through what happened to me, Hemmie. I was given address to go pee. Went pee in cup. Continued with hiring process. Was contacted at new employer and advised amphetamines were found in pee. I said to person on phone, " I have a prescription." Was asked by man on phone for prescription#, pharmacy name/number, and prescribing doctor's name. Was contacted later same day and told that it checked out and that my employer would be told that my pee test came up negative (for everything).
You may want to check w/ your state laws though. Federal ADA laws may trump state ADA laws, but not all federal laws trump state laws. For example the Federal Family Medical Leave Act (FMLA) you have to be employed for a year before you are covered. However Oregon Family Medical Leave Act (OFLA) says only six months, so in Oregon you are covered after only six months vs. 12 months for federal. I believe the rule of thumb is whichever (state vs. federal) is more restrictive or more specific holds the trump card. But when in doubt check your HR dept.
Hi, I'm new here but this topic is my reason for looking at places like this.
I am 31 and currently taking Adderall XR for ADD. I was diagnoised with it as a kid. I grew up and had not been on any meds for 15+ yrs. I am in what my company calls a safety sensitive job. In my company's drug use policy it lists several categories of meds you can't take and work in safety sensitive jobs, stimulants being one of them. So, when I went to Dr. I was first put on Stratera. Let me tell you the side effects I experienced were un bearible (I think I am the only person to have had those side effects, atleast that I can find.). Then I was put on Adderall XR, works great for me, but then I had to disclose to my employer I was on this stimulant. My Dr. and I had to fill out all this paperwork and to my Dr.'s credit he said there was no reason I couldn't continue in my present job. The company put my out of work on FMLA (Family Medical Leave Act) leave while the MRO (Medical Review Officer) downtown look at my case. The MRO decided that I could not continue on in my present job. The company then gave me a ultimatum... 1)Quit taking the Adderall XR, 2)Find another medication that was approved, or 3)Find another job within or outside the company. Needless to say I have applied for 60 different non-safety sensitive positions within the company and have been turned down for all of them. Now my FMLA is about to run out, my bills are WAY past due, and I'm being told there is nothing I can do because Georgia is a right to work state.
So my vote would be yes.
Steve3012138532.845787037My job often entails dangerous chemicals and even more often VERY dangerous equipment (hell, i design most of those).[QUOTE=Hemmie]I got a job offer from a competitor to my current job (aerospace industry) for almost double the salary and a lot more 'responsibility' towards design.
All in all very interesting of course (and potentially a great oppertunity).
Now, they want to do a drug test on me. I take Adderall XR which, of course, will show up during the test as amphetamines (ie: potentially Speed use).
I am not one to inform everybody i talk to that i have ADHD and i prefer to keep it under wraps as much as possible.
I am aware that many companies, especially of the size we're talking about here, look 'wrongly' at disorders like we have.
I am afraid to go to the drug test, being forced to explain the ADD situation and subsequently be denied the position due to it. In itself not so much a problem as i have a good job (who are aware of my disorder and over the years got used to my way of working) but, the flip side of the coin is that in this industry, fire moves at the speed of the Space Shuttle in space.. ie: in no time, all the companies in this industry would probably get to hear about it.. this could seriously damage my 'image' in the industry and therefor hurt my career badly.
So, hence the poll, just wondering what the general experiences are with this.
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Hemmie,
Having dealt with this a couple of years ago in the same industry, I disclosed on the form when I took the test that I was taking Adderall. Never was it mentioned again after that point of disclosure and to the hiring company my test results were fine. I asked my doctor how to proceed before taking the test and he said be honest about taking the medicine but do not disclose you have ADHD. My doctor said if I had any problems with the test to have them contact him and he would state I was being treated for a sleeping problem. He also stated although ADHD is covered under the Federal disabilities act, there are loopholes for the employer and thats why he suggested not disclosing it.
To answer you second post about why most in the industry view this as a handicap, it's because the wrong people are in charge of day to day operations at the major corporations. Most in management are the ones who couldn't design their way out of an open cardboard box, yet they are supposed to make critical decisions to sustain the corporation. I would like to get small collection of highly motivated ADHD engineers together to start a company that would compete with the larger corporations. But there are a few sucess stories of people of high profile people disclosing they have ADHD. David Neeleman, CCEO at Jetblue has revealed he has ADHD. It funny how when he worked for Southwest airlines those same ideas were labeled unacceptable, so he left and started Jet Blue. I have found that in our industry (aerospace) you must dumb yourself down most of the time to keep from being labeled a problem because you actually have talent. I wish the fed's would break up the major corps into the smaller companies they used to be. Then those smaller companies would be screaming for individuals such as ourselves because they would need innovatitive solutions to stay in business. I ofter wonder how Dr. Von Braun or Eistien would fare in todays corporate atmosphere.
Feel free to contact me if there are any additional questions.
Mec