Yes it is important. One, your job is protected. Two, your boss cannot work with you if she does not how.
There is books that can help in the workplace, and things like PDA's that can help keep you organized. The more your boss is educated, the more she will understand. She sounds impulsive.
Also, if you are not involved in counseling, you need to be. I am actually going to start doing ADD coaching, and one of the areas I am going to add is employer/teacher support.
Right now, your job is already threaten, so the only hing you can do is protect your job.
[QUOTE=Wordwoman]
Here's the question: should
I disclose that I have ADHD? I've been diagnosed for over 10 years, and
never mentioned it at work. My boss will not be sympathetic. But I'm
afraid I am on the way out the door. Is it time to request reasonable
accomodations? If so, what should they be?[/QUOTE]
I wish I could encourage you to disclose but I've known people who've been screwed when they did so. I'd check with a lawyer in your state to see if it's really in your interest to do so.
As I stated above, it is in your interest, and TheDog, the people you said has gotten screwed does have a claim. I have worked with this issue before in HR, and if they did not have a claim, then there was something else wrong. Federal and state takes American Disabiltes Act, discrimantion, and sexual harrasment very serious, and employers are very nervous about having a claimed filed that an employee can almost get away with spitting in the bosses face. If you ever had to deal with the Dept of Labor when a claim has been filed, you will know what I mean. Workers Comp, OSHA regulations, and HAZMAT certification of the workplace that effects everybody seems to get neglected.
Do not call a lawyer, but your state's labor department reguarding the regulations. A lawyer will tell you only if you pay him LOL Also I did find out today when I was down at Vocatonal Rehab, they will counsel you on what to say and not say in disclosure.
If you disclose and they make some sanctions, it'll be like paying for the cow. They'll expect you to put out.[QUOTE=Wordwoman]Thanks, Sachetm. That is a helpful perspective. How does your ADHD
manifest in your job?[/QUOTE]
I'm ADD (no "H" to speak of). Right now I'm on disability (for breast cancer) so the problems are on hold. However, before I left, I was "counseled" on not having sufficient "emotional intelligence" (EI tests I took online showed otherwise--think that one was a projection); being too open; frequently being late; interrupting other people; and not being sufficiently cognizant about people's "subtext" (what they really meant rather than what they said).
Since I've been on disability, I've decided that business and I are not a very good fit since they value things in which I'm weakest and don't seem to value those in which I'm strongest. Plus, they tend to talk the talk with no intention of walking the walk and I have no patience for that (e.g., figuring out "subtext." Say what you mean, dammit! ;-). I think I'll fit better in a more academic research environment and plan to move in that direction.
That said, I have a good personal relationship with my boss and we talked about my getting a research grant and possibly bringing it into the company when I return so I can do the kind of work I want to do and be left alone. The company LOVES revenue generation and if you do it, tends to let you do it the way you want--within reason, of course. I didn't have any problems on that level (e.g., being unethical or having anger problems). But eventually, like my boss, I want to get out of Dodge. She laughed saying that she was born with political antenna. I wasn't so it's just not a great fit for me over the long haul.
Personally, I think a lot of this AD(H)D thing is learning ones strengths, weaknesses, deciding what you really want to do that's a good fit with them and then moving in that direction. If one really wants to work in business and learn the skills necessary to be successful, I believe it's possible--just a little harder to do because of the values they generally have and those things we're good and not as good at.
Disclosure, following the procedures they've set up for the ADA and "reasonable accommodation," is probably the best way to go. If they won't work with you to find win-win solutions, then move on. Life's too short to play games or have to battle with nasty people.
I can share a few things with you. As an organization developer, I too had to write project plans. However, it wasn't as hard as I thought it would be at first when I stopped trying to second guess my boss and simply thought out what needed to happen when in order to reach the goal.
I'm also taking a course now on the "futuring" process and there are planning tools. You may want to start researching and reading about strategic planning to get a better feel for it and to feel more confident.
In terms of disclosing or not disclosing, I agree that it can go either way. Companies that have been burned by an ADA complaint are usually more likely to work with you than ones that haven't. You may want to try to find out how much your company does and doesn't know about ADA. Lie Say you're taking a course on it or something, if you want to keep your motives to yourself. Just find out.
The other poster who mentioned your local labor department is also a good source in terms of the law although they're unlikely to give advice. If you have a vocational rehab office, they might--or they might not. Sometimes gov't agencies leave advice up to counselors and attorneys.
My gut level feeling from the way you described your boss is that even if your company grants you an accommodation, you won't see much support from her. I'd try to rectify the problem by learning more about planning and her specific expectations at the same time you're finding out about the law and how you can use it for your benefit.
yes, at least call the labor department and, as you know, most lawyers will provide one consultation for free. There is always a reason to fire ANY employee that has nothing to do with your disability ... and there have been cases that have gone against people with ADD. If it were me and a job that I valued - I would go at it very carefully - if at all - that's all I was trying to say.
I've been wondering about this..should I tell anyone...they already talk about me and some just see me as a weird one...I changed my job this year (same place, different position) and now I am more hidden away and it seems I'm disliked by people I don't even know..how does that happen...but so many people there think they are big EXPERTS in everything...including ADHD. I was thinking of telling my immediate boss as he is a good guy but kinda conservative about this stuff..plus…this makes me ill...what some parents are doing now is getting docs to say their kids are ADHD so they can get special privileges when test writing etc. Only the pale faces do this, the Asians would never want their child labeled. I was told this was noticed because we have such a high percentage of boys who are said to be ADHD, way over the norm. I would not want to believe this but THOSE PARENTS!!!! And you should see how they drive!!
If I told my employer about the ADHD they could use it as an excuse if they ever wanted to move me "laterally" as a prelude to pushing me out (that's what they do) They can do whatever they want to anyone...they have the most powerful lawyers in the province....even all the QC's..they all went to the bloody school!Here's something else that might even be better:
Titles I and V of the Americans with Disabilities ActThe ADA prohibits discrimination on the basis of disability in all employment practices. It is necessary to understand several important ADA definitions to know who is protected by the law and what constitutes illegal discrimination:
Individual with a Disability An individual with a disability under the ADA is a person who has a physical or mental impairment that substantially limits one or more major life activities, has a record of such an impairment, or is regarded as having such an impairment. Major life activities are activities that an average person can perform with little or no difficulty such as walking, breathing, seeing, hearing, speaking, learning, and working. Qualified Individual with a Disability A qualified employee or applicant with a disability is someone who satisfies skill, experience, education, and other job-related requirements of the position held or desired, and who, with or without reasonable accommodation, can perform the essential functions of that position. Reasonable Accommodation Reasonable accommodation may include, but is not limited to, making existing facilities used by employees readily accessible to and usable by persons with disabilities; job restructuring; modification of work schedules; providing additional unpaid leave; reassignment to a vacant position; acquiring or modifying equipment or devices; adjusting or modifying examinations, training materials, or policies; and providing qualified readers or interpreters. Reasonable accommodation may be necessary to apply for a job, to perform job functions, or to enjoy the benefits and privileges of employment that are enjoyed by people without disabilities. An employer is not required to lower production standards to make an accommodation. An employer generally is not obligated to provide personal use items such as eyeglasses or hearing aids. Undue Hardship An employer is required to make a reasonable accommodation to a qualified individual with a disability unless doing so would impose an undue hardship on the operation of the employer's business. Undue hardship means an action that requires significant difficulty or expense when considered in relation to factors such as a business' size, financial resources, and the nature and structure of its operation. Prohibited Inquiries and Examinations Before making an offer of employment, an employer may not ask job applicants about the existence, nature, or severity of a disability. Applicants may be asked about their ability to perform job functions. A job offer may be conditioned on the results of a medical examination, but only if the examination is required for all entering employees in the same job category. Medical examinations of employees must be job-related and consistent with business necessity. Drug and Alcohol Use Employees and applicants currently engaging in the illegal use of drugs are not protected by the ADA when an employer acts on the basis of such use. Tests for illegal use of drugs are not considered medical examinations and, therefore, are not subject to the ADA's restrictions on medical examinations. Employers may hold individuals who are illegally using drugs and individuals with alcoholism to the same standards of performance as other employees. The Civil Rights Act of 1991The Civil Rights Act of 1991 made major changes in the federal laws against employment discrimination enforced by EEOC. Enacted in part to reverse several Supreme Court decisions that limited the rights of persons protected by these laws, the Act also provides additional protections. The Act authorizes compensatory and punitive damages in cases of intentional discrimination, and provides for obtaining attorneys' fees and the possibility of jury trials. It also directs the EEOC to expand its technical assistance and outreach activities.
Thanks, bePatient,It sounds like grounds for a lawsuit to me. If you get an attorney, he could get a court order for a copy of the tape. If there is no tape to verify that you had actually harmed a child, it seems to me that you could sue for defamation of character or something.
I don't have any kind of legal background but I know that is the kind of thing that could come back to haunt you in the future. I would definitely want to do something. If they had proof, why would they refuse to show you, if only to shut you up?
I did read an article on civil rights and ADHD that it is nearly impossible to win a civil rights law suit for ADHD discrimination but you can always just go for slander or defamation of character or something.
Okay, so I've an uphill battle. No problem, I'm a pioneer. They hired me for my creativity, and fired me for my ability to not get along with people. Along the way I was harassed, assaulted, prejudiced, and unaccommodated.Yes you should. I did last year and it took a lot of stress off of my shoulders. I had a very understanding employer but even if she wasn't understanding I would have!
Here is a great link that will give you suggested accomidations. Just scroll down to "Employment Practices" to "Resonable Accomodations".
http://www.ed.gov/policy/rights/reg/ocr/edlite-34cfr104.html
My Mum says I should not tell anyone about by ADHD because it may be used it against me or it may stop me being taken on. I don’t agree with this: as said by others, how can people work with you if they don’t know how. Moreover, disclosure can also be important for ensuring you get your pension and other job benefits. Check the small print of the company policies and your contract as if you’ve not told them, you may risk jeopardising important things such as your right to your pension or company healthcare benefits etc. Not unlike car insurance, the matter itself is unlikely to be a problem: it’s the intentional omission that can get you into trouble.
My personal approach has been to be truthful but tactical with disclosure. In my current job, I did put it on the medical form but I only posted the form once I had been made an offer. This way, they had seen my performance, CV and attitude and had made a decision based on my results. It also gave me a steadfast case, in terms of discrimination legislation, if they reversed their decision: if I had proved myself, why not employ me. I phrased my response on the form carefully, saying I was medicated for the correction of ADHD. Reinforcing that the point that I am a functional person, not a loose cannon.
Having done this, I have not encountered any problems. Good luck!
I'm very fortunate that I am able to go to my Supervisor and Executive Director and let them know about my ADHD. They are both very supportive, and they are willing to accomodate me in my job. The biggest things I let them know is that I need to write everything down. Appointments, To-Do lists, etc., it gets written down so I don't forget. They are also good with e-mail to me. I also ask for specific dates when items are due, or meetings. I also supervise staff and they know it's my "policy" to write down any time off requests, supplies needed, etc.
Co-Workers also know what's going on and help me out. They are pretty kind with asking how I'm doing and how I'm feeling. That does help a lot. I'm lucky that people have been supportive rather than criticizing. One of our Execs at our Corporate office that has known me for years says she notices good changes in me. She's also wanting me to help with a mentoring program for children with ADD/ADHD. I am also an Inclusion Specialist and work with a local advocacy program which helps place those with disabilities into programs at our facility.
I haven't always been lucky...When I was diagnosed with Anxiety/Depression I was working for a Head Start agency. I had told a co-worker in confidence and then it got used against me. In the middle of one of our classes (with children around too!) the lady called me a "Bi Polar thing" when she got upset with me about something. I did go to my Supervisor at the time and we got sent to our Corporate office and reprimanded for having an arguement in front of the children. A higher up there, after me being highly upset and crying, and after I did say that yes, I did have Depression looked at me and said "Well, you do have a funky attitude". I was also forced to remain working with the co-worker and told that I did not have a choice in being transferred to another center. I was told that if I did not want to work with this woman that I had to resign from my position. When I asked if I could have even an hour to think things over and make a decision, I was told that I had to make it by the count of three or I would be terminated.
Then after, my immediate Supervisor would call me into the office almost on a daily basis and reprimand me for things that I never did. The last straw was when I was called into the office and accused of physically harming a child. I asked to see video survellience of the classroom and my alleged behavior and I was told that I was prohibited from doing so. I was also told that my "conduct" was "frightening" and that I was a "risk to the children's safety". I had worked with children for over 10 years and always had good reviews and never anything like this! I also still spoke to former students and their parents. It was complete BS.
I then put in a notice of resignation. Just 2 days later I spoke to my supervisor's supervisor who I got along well with and asked to retract my notice. I told her about what was said and that I had made a decision out of anger. She called HR and they told me to put my request in writing. 2 days later my supervisor came to me and told me that I was not to take time off that I had asked for the next day. I asked why, and she said that it would not be paid since I was resigning. I told her how I'd retracted my resignation and I was handed a fax from HR stating that my employment would be terminated as of the next week on Friday. I then asked why my employment was being terminated and the supervisor then said "Because of the abusive incident with the child" and some other things that did not take place. I walked out. I wrote letters to HR, etc. but of course nothing was ever done. I contacted my state's Civil Rights Commission and of course I couldn't be helped.
Whew! I just love ignorant people!
Okay, I have tried to read most of what has been posted, but, well, ADD ya know? So I am going to tell you what has happened in my past, and what I learned from it. I hope I'm not repeating anyone.
First, do not tell your immediate supervisor about your AD(H)D, but go to your HR dept. They are there for a reason, that is there "specialty", they know what is considered a "reasonable accomodation".
Second, when you were offered this position with your company, were you given a formal job description? Did you find out you would be doing these reports after you accepted the job? The reason I ask is because if you were aware of the fact that you would have to do these reports before you accepted the job and took it anyway, it may weaken your case. Why? Because you accepted the job knowing what you would have to do, and if you were "unable" to do the job, then you "shouldn't have" accepted the job.
Please do not get me wrong, I am not trying to discourage you from trying, I am only letting you know of my past experience.
I agree about not disclosing to your immediate supervisor. It's too much of a wild card.
Will the day ever arrive, that mental conditions are not ostracized? Currently I'm getting 'lectured' each month when I refill my prescriptions at Walgreens(Adderall and Lexapro).
If your company has an HR department and you have any kind of rapor with them, consider going there first.
First of all, it will establish your ADD status, without compromising your relationship with your boss....at least initially. Second, with HR, it's not 'personal'. Third, they have incentive for meeting AAEOP goals...and having a 'disabled' person on staff gets points.
From an HR standpoint....most of those folks like people...and if you are sincere and motivated, you might be able to convince them of your desire to succeed and make a positive contribution. To date you have a good record, I would guess, and you are more likely to find someone there who has an understanding of ADD issues. And you can get them on your side.
Just a suggestion...
Thought I would post my situation. I was diagnosed about 2 months ago. I talked to one of my managers about it right after I was diagnosed. I picked him because I have always looked up to him as a mentor and a friend. Well he congratulated me on pursuing it and working to improve myself and my career. Well in the first month I was put on Ritalin which had little to no effect so the Dr. moved me to Adderall XR30mg. Well I have been having a problem with my appetite, nausea, and some insomnia. I've been staying with it and making adjustments to my eating and sleeping habits because the Adderall is working for me. In fact it has been like night and day. Unbeleivable is really the best word I can think of.
Well to get to the point I talked to my manager again because the other day I called into work because I woke up at 1am and let's just say I was on the toilet about 7 times in 3 hours. Now I am not sure what the cause was but I know that in general I haven't had as much energy which I think is somewhat attributed to not sleeping as well and not eating like I have. Well I wanted to talk to my manager about me calling in, why I called in, and let him know some progress on how things were going with my ADD.
When I told him about my progress and the reason I called in the other day he was really stand offish and I could tell. He just seemed so skeptical like I was lying to him. I explained that with ADD it's trial and error when it comes to the medication. I also talked about some of the side effects and that I am trying to control them but being that I don't know what the effects may be if I switch meds and I may get sick unexpectedly. I guess I was just trying to be proactive about my work/career and my medicine but somehow I feel I might of set myself up for disaster by telling him this. Well after noticing even more that he felt uncomfortable/skeptical I told him that if it would make him feel better I could talk to the resident nurse or Human Resources. He said that as of now he doesn't think I need to but if I start missing work or something that may be a good idea. BTW I work for a large company which is very sensitive to it's employees. Really a great company.
I apologize for blurting all that out but I was looking for some advice. Anyone think I did the wrong thing? Anyone have any recommendations on what I should do next? Let's just say that after reading some nightmare stories about people telling their employer about their ADD it didn't turn out that well. I'll add one other thing. I have every ability to work directly from home since I have broadband access to our work network and a cell phone paid for by work which rings whenever my office phone rings. So I am literally "virtually at work" when I am home and can get some work done from home if I call in sick.