Subtitle: how many abbreviations can one fit into a thread title? :)

My supervisor and HR department are aware of my ADD and that it is covered by the Americans with Disabilities Act. Yesterday I was called down to talk to a lady in HR and she asked what "accomodations" I would need in order to perform my job. They want it in writing by the end of the week.

I'm new to this and have no idea how to respond. The greatest "issue" for me at work is not something that can be fixed by being given a bigger computer screen, a different chair, etc. The greatest difficulty in my job is that my supervisor nitpicks me to the point where I can not focus and I end up making "stupid mistakes" like misfiling a folder. Or I need to go back to ask her a question in order to clarify previous instructions, so that I can be sure I do a job right the first time. Then she criticizes me for that, too, and says it is disrespectful because I obviously wasn't listening the first time.

Has anyone else been in this situation? I don't know what to tell HR.

Subtitle: how many abbreviations can one fit into a thread title? :)

My supervisor and HR department are aware of my ADD and that it is covered by the Americans with Disabilities Act. Yesterday I was called down to talk to a lady in HR and she asked what "accomodations" I would need in order to perform my job. They want it in writing by the end of the week.

I'm new to this and have no idea how to respond. The greatest "issue" for me at work is not something that can be fixed by being given a bigger computer screen, a different chair, etc. The greatest difficulty in my job is that my supervisor nitpicks me to the point where I can not focus and I end up making "stupid mistakes" like misfiling a folder. Or I need to go back to ask her a question in order to clarify previous instructions, so that I can be sure I do a job right the first time. Then she criticizes me for that, too, and says it is disrespectful because I obviously wasn't listening the first time.

Has anyone else been in this situation? I don't know what to tell HR.

I would just explain how we ADDers have difficulty getting and keeping directions, and could she possibly write down on paper or type on paper any notes messages and give them to you that way.
Oh Man, I would take FULL advantage of this situation!! I would tell them I need a PalmPilot TX with a hard case and a charger. Tell them that you are lost without one. You need it to stay organized and schedule aptts. to -do lists,etc. And if you love music like I do I would tell them that you also need a CD player or an MP3 player to "help" you concentrate at your desk.
I would also tell your boss that her nit-picking messes up ADDers' concentrate, confuses and of course upsets us to the point we can't be as good as we are at our job. I'd lay it on thick!! And I would take that offer and push the limits. I would use my "disability"to my fullest advantage!
Best of luck, you CAN do it! Maurice

Thanks for the response, Maurice - and LOL about the Palm Pilot. I might be pushing my luck a little to make a request like that, but I do like the idea of requesting that my supervisor write things down. She talks really fast and seems to never stop, so by the time she finishes I have trouble remembering the first things she said.

More than anything, though, I just need the "accomodations" until I can find work elsewhere. Things just are not going well; my supervisor misinterprets everything I say or do as insubordination or other "problem" behaviors and writes it as such in my performance reviews. When the issue of it being ADD came up, she didn't even take it seriously until she found out that HR knew, too -- so she'd have to cooperate.

Ugh. . .middle-management. . .:rolleyes:

I would also tell HR (or write down) that your supervisor needs to reduce the "nit-picking" and write down exactly what she expects you to accomplish, but I wouldn't request a "palm pilot" - I believe that would be pushing it... and they may think you would be a "high maintenance" employee...

I don't know what state you live in (forgot to look), but where I live... any employer can "let you go" for any reason... even if you have a disability - if they believe your disability creates "undue hardship" on them. It sucks... but that's the way it is (I may have to write to the state representative about that or the person in charge of "disabilities" in my state, but I keep forgetting - go figure). So because of the "undue hardship" stuff, I would be very careful about what I would request.

I just found this website for your state, JollyBadger:

http://research.lawyers.com/Ohio/Employment-Law-in-Ohio.html

Especially:

Discrimination and Wrongful Termination

Employers are not allowed to terminate or discriminate against employees for the following reasons:

Age
Race
Sex
Religion
National origin
Disability
Pregnancy

It's illegal for an employer to consider these characteristics with regard to:

Promotions
Job assignments
Termination
Wages

It sounds like a lot of your accommodations have to do with the personality of your supervisor. I would discuss that with my HR rep because that's not really something that they can "accommodate". They can suggest classes for your supervisor to take on sensitivity to disabilities, but in the end your boss will probably still take it out on you.

I don't know if you know or not, but now that you've disclosed you will have to disclose your ADD up front to any perspective employers as well...I think that's the only reason that kept me from disclosing at my last job.

It sounds like a lot of your accommodations have to do with the personality of your supervisor. I would discuss that with my HR rep because that's not really something that they can "accommodate". They can suggest classes for your supervisor to take on sensitivity to disabilities, but in the end your boss will probably still take it out on you.

"Make the boss be nice" isn't a real accommodation, and your employer can only be expected to make actual accommodations. The focus should be on actual processes and actions. Asking that all instructions be written down in a clear manner sounds like an excellent accommodation.

I don't know if you know or not, but now that you've disclosed you will have to disclose your ADD up front to any perspective employers as well...I think that's the only reason that kept me from disclosing at my last job.

Where did you learn this? I have never heard of it, and it doesn't make any sense. There is no reason to force a person to disclose a disability simply because they've chosen to do so in the past. I'll check with my friend who works at the EEOC, but I highly doubt the ADA forces you to disclose anything.

Ok, I've verified this. There is no mandatory disclosure when you work for private sector companies. That means any employer who is not the Government. It doesn't matter whether you have chosen to disclose in the past. You have a right to privacy when it comes to disclosing your disability and medical information, and the law upholds that.

Oh boy.

I am currently in negotiation with my employer about this.

They know I have some kind of health issue (only the company doctor has the entire picture) that involves 'mental health' and I don't want to expand on that coz if you say AD/HD then they come up with silly prejudices that just don't fit.

As far as accomodations go - I just say to them 'treat me with the respect that an employee deserves and there will be no issues at all'

Guess what? They blew it.

I was off sick and was required to see the company doctor. OK so far. Human Resources offered stress counselling - fine. My line manager found out I had not taken up the counselling (I'm doing CBT already) and made an emergency appoinment with the company doctor and 'escorted' me to see him. Oh boy.

Which part of 'complete over-reaction' and 'singled out for special treatment' did they not see?

There has been more complete crap from my line manager since then and the thing has gone to grievance.

It's a minefield. Whatever you say can be misinterpreted by an idiot and blow up in your face even if you have done nothing wrong.

I am definitely not an authority on these things but these are the accommodations I would choose in the same situation:


written instructions - someone mentioned this previously and it is an excellent idea as you can refer back to it as a checklist
feedback - constructive criticism so you can improve areas that need it and positive feedback so you know when you're on the right track
variety of tasks - to alleviate boredom - I know this is vital for me
understanding and patience - I know this is not tangible but definitely in line with the legislation that covers your state
understanding that needing to ask a question even though it has been explained to you is not insubordination but rather a genuine desire to do well at your job
Accommodations dont have to be physical ie, a chair, computer screen etc. Most of your needs I beleive would be alleviated by having everything written down. It actually could be the basis of a manual for the department and be helpful to everyone and alleviate the stress of your <<cough>> long suffering nit picking supervisor <<cough>> :D

You are in the unique situation where you can pave your way to being successful in your role, teach others something and make the working life easier for ADD sufferers that they employ in the future. What an important and valuable role - you can do it!

It sounds like a lot of your accommodations have to do with the personality of your supervisor. I would discuss that with my HR rep because that's not really something that they can "accommodate". They can suggest classes for your supervisor to take on sensitivity to disabilities, but in the end your boss will probably still take it out on you.



That's what concerns me more than anything - retaliation from the supervisor. Even if she had to take a course on sensitivity to disabilities, or if I provided her with all the information I could find on ADD and the different ways it affects people, it doesn't mean she would change the way she treats me. I mean, she's taken several "manager" seminars in the last few years but I wouldn't say it's made her a better manager - just more rude and catty.

I also spoke with my psychologist today to get her advice. She knows the supervisor issues I'm having, and she agreed on the idea of simply having my supervisor write everything down clearly so that I can refer to it throughout the day.

Thanks for the great advice, everyone!

~Audrey

Subtitle: how many abbreviations can one fit into a thread title? :)

My supervisor and HR department are aware of my ADD and that it is covered by the Americans with Disabilities Act. Yesterday I was called down to talk to a lady in HR and she asked what "accomodations" I would need in order to perform my job. They want it in writing by the end of the week.

I'm new to this and have no idea how to respond. The greatest "issue" for me at work is not something that can be fixed by being given a bigger computer screen, a different chair, etc. The greatest difficulty in my job is that my supervisor nitpicks me to the point where I can not focus and I end up making "stupid mistakes" like misfiling a folder. Or I need to go back to ask her a question in order to clarify previous instructions, so that I can be sure I do a job right the first time. Then she criticizes me for that, too, and says it is disrespectful because I obviously wasn't listening the first time.

Has anyone else been in this situation? I don't know what to tell HR.

One accommodation is that she e-mail you instructions, that way you can go back and double check them when you're doing something. that way you don't skip steps or if you get confused you don't have to re-ask

I just found this website for your state, JollyBadger:

http://research.lawyers.com/Ohio/Employment-Law-in-Ohio.html

Especially:

Discrimination and Wrongful Termination

Employers are not allowed to terminate or discriminate against employees for the following reasons:

Age
Race
Sex
Religion
National origin
Disability
Pregnancy

It's illegal for an employer to consider these characteristics with regard to:

Promotions
Job assignments
Termination
Wages


Actually.... The ADA states that they can fire you if you have a disability and don't do your job... they just have to accommodate you, and if you still don't do your job after being accommodated you can be fired... NOW, obviously doing your job well is in the eye of ONE beholder... your boss...

Oh boy.

I am currently in negotiation with my employer about this.

They know I have some kind of health issue (only the company doctor has the entire picture) that involves 'mental health' and I don't want to expand on that coz if you say AD/HD then they come up with silly prejudices that just don't fit.



I agree, the best thing to do is reveal it to HR because they have to have it in writing, and I would put in writing that they cannot tell anyone else what the 'disorder' is, that they just need to accommodate you because of a mental disorder. I would not reveal it's adhd many many people don't even believe adhd is real. it can be disastrous to tell employers or co-workers.

Hell, a lot of family members are not supportive of ADHDers imagine an employer that has no emotional connection to you... :rolleyes:

The greatest difficulty in my job is that my supervisor nitpicks me to the point where I can not focus and I end up making "stupid mistakes" like misfiling a folder. Or I need to go back to ask her a question in order to clarify previous instructions, so that I can be sure I do a job right the first time. Then she criticizes me for that, too, and says it is disrespectful because I obviously wasn't listening the first time.

Has anyone else been in this situation? I don't know what to tell HR.

Holy Crap, JR! Something smells VERY BAD from what you describe. You may not want to hear this, but my gut keeps screaming, "Get the HELL OUTTA THERE!"

Your supervisor sounds like a person that nobody could work with (except for other evil, manipulating, power-addicted sadists).

I HAVE been in your shoes, and it was the worst time of my life. (I did end up leaving.) One thing that comforted me at the time all this was going on was info I found online at a site called Bullying In the Workplace (you can google it).

I am sorry if I'm being over-dramatic. I'm just very reminded of the situation I was in. Pure hell! (And I had a GREAT H.R. dept. But I was so disturbed that one person could get away with such B.S. and NOT BE TERMINATED or disciplined at all.)

I've recently had several discussions about this phenomena (which I guess is not as rare as I'd hoped). Apparently it takes a WHILE, but often such supervisors eventually are found out and let go. I guess the recommendation is to document all of these unreasonable remarks, requests, interactions, etc. (Like we ADHDers need some EXTRA paperwork to keep track of - right? I never did it, but I wish I did.)

Just remember - when you're dealing with someone who is as UNREASONABLE as your supervisor seems to be - IT'S NOT YOU (or your ADHD, depression, anxiety ___________). IT'S HER!!!

Take care, Sweetie.

Sincerely,
Sue<!-- / message -->

Subtitle: how many abbreviations can one fit into a thread title? :)

My supervisor and HR department are aware of my ADD and that it is covered by the Americans with Disabilities Act. Yesterday I was called down to talk to a lady in HR and she asked what "accomodations" I would need in order to perform my job. They want it in writing by the end of the week.

I'm new to this and have no idea how to respond. The greatest "issue" for me at work is not something that can be fixed by being given a bigger computer screen, a different chair, etc. The greatest difficulty in my job is that my supervisor nitpicks me to the point where I can not focus and I end up making "stupid mistakes" like misfiling a folder. Or I need to go back to ask her a question in order to clarify previous instructions, so that I can be sure I do a job right the first time. Then she criticizes me for that, too, and says it is disrespectful because I obviously wasn't listening the first time.

Has anyone else been in this situation? I don't know what to tell HR.

VERY clear deadlines and expectations

(ie 5pm Friday the x of x) not 'soon' or 'in a few days' or'next week' even

and

you need to complete x including a,b & c not 'considerable progress'

Flexi time - and the leeway to arrange your own meetings whereever reasonably possible

I find that recording things help me. I just rewind and wham!

Tonya

Actually.... The ADA states that they can fire you if you have a disability and don't do your job... they just have to accommodate you, and if you still don't do your job after being accommodated you can be fired... NOW, obviously doing your job well is in the eye of ONE beholder... your boss...

This dosent make me feel any better about coming clean to my boss about this, especially since I was reprimanded because of it and put on notice.