I have a couple of quetions:

1) Is ADD considered a disability according to the government?

2) I live in Frederick Maryland (about an hour and a half from both washington and baltimore). Are there programs that will help people with ADD to get a job?

I have a couple of quetions:

1) Is ADD considered a disability according to the government?

ADD alone is not considered a Disability under the SSA Disability Criteria, for Adults or Children. There are more Children that get SSI but it Is Not because of ADD alone. They may have several problems, ADD, Learning Disabilities and that may not qualify them but if their IQ is below a certain level that will qualify them. Although most parent may "assume" that their child qualified because of ADD and/or Learning Disabilities or sometimes they may be told that because for most parents that is something they seem to be able to accept...being told your child has a low IQ isn't something that is accepted the same way.

2) I live in Frederick Maryland (about an hour and a half from both washington and baltimore). Are there programs that will help people with ADD to get a job?
I haven't ever heard of Any adult being able to get any help with getting a job or with keeping one, when ADD is the only problem. Even if one was to go to Vocational Rehab I doubt if they would be accepted on ADD alone. There are quite a few Threads in this section dealing with this exact topic & what other have been through in regards to it.

I wish that I had something more Positive.

BlessedLady

AD/HD is, however, recognized under the Americans with Disabilities Act so it is possible to get "reasonable accommodations" at work. What this means is that you may be entitled to accommodations to make it easier for you to perform the tasks of your job. For instance, you may be allowed a low-distraction work space.

I wish that it was more positive too blessedlady :D, but thanks for the news nonetheless.

And thank you, vegansoprano, for that valuable information. At least when I am hired I can have some help keeping my job. :D

Just like the Majority of things like this that are suppose to help those with Disabilities.....they are not Guarantees. And "yes not doing some thing may well be against the ADA Regs". But if you file a complaint, which is Your Right, you have no Guarantee that they won't find some reason(s) to terminate you. Dommi132, I just don't want you to be depending on something that is there is Black & White by way of the ADA Regs but not in day to day reality as the majority of us know it. Know what I mean ? I got the following info from http://eeoc.gov/facts/accommodation.html (http://eeoc.gov/facts/accommodation.html)

There is also Link towards the bottom that address this same topic Job Accommodation Network (<ACRONYM title="Job Accommodation Network">JAN)</ACRONYM>
And at that site they have a Link on the Menu on the Left Side Accommodation Information By Disability A-Z
& ADHD is Listed on the page that takes you to.. I've included all of it below just in case you can't find it.

Excerpts From:
http://eeoc.gov/facts/accommodation.html (http://eeoc.gov/facts/accommodation.html)
The <A href="http://eeoc.gov/policy/ada.html">Americans with Disabilities Act (<ACRONYM title="Americans with Disabilities Act">ADA</ACRONYM>) requires an employer with 15 or more employees to provide reasonable accommodation for individuals with disabilities, unless it would cause undue hardship. A reasonable accommodation is any change in the work environment or in the way a job is performed that enables a person with a disability to enjoy equal employment opportunities. There are three categories of "reasonable accommodations":


changes to a job application process (http://eeoc.gov/policy/docs/accommodation.html#1)
changes to the work environment, or to the way a job is usually done
changes that enable an employee with a disability to enjoy equal benefits and privileges of employment (such as access to training). (http://eeoc.gov/policy/docs/accommodation.html#2)
The employer may choose among reasonable accommodations as long as the chosen accommodation is effective (i.e., it removes the workplace barrier at issue). The employer may offer alternative suggestions for reasonable accommodations to remove the workplace barrier in question. If there are two possible reasonable accommodations, and one costs more or is more difficult to provide, the employer may choose the one that is less expensive or easier to provide, as long as it is effective.

An employer never has to provide any reasonable accommodation that causes undue hardship, meaning significant difficulty or expense. Undue hardship refers not only to financial difficulty, but to reasonable accommodations that are unduly extensive or disruptive, or those that would fundamentally alter the nature or operation of the business.

Every request for reasonable accommodation should be evaluated separately to determine if it would impose an undue hardship, taking into account:


the nature and cost of the accommodation needed;
the overall financial resources of the business; the number of persons employed by the business; and the effect on expenses and resources of the business;
the impact of the accommodation on the business.



Job Accommodation Network (<ACRONYM title="Job Accommodation Network">JAN</ACRONYM>
http://janweb.icdi.wvu.edu/ (http://janweb.icdi.wvu.edu/)

Accommodation Information By Disability
http://www.jan.wvu.edu/media/atoz.htm

http://www.jan.wvu.edu/Images/TRI-BLU.GIF Attention Deficit Disorder (http://www.jan.wvu.edu/media/lear.htm)
http://www.jan.wvu.edu/media/lear.htm

BlessedLady

i get help at workforce a disabilty program they help me find jobs

Maybe I should search harder before I ask, but I was wondering - does the Americans with Disabilities Act give you an leg to stand on for filing a harrassment claim if somebody is harrassing you based on your ADHD status?