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This question already has an answer here:

I have generalized anxiety disorder that involves a number of different symptoms, but what matters here is poor attention and concentration, decreased verbal skills and fatigue when I feel anxious, especially when I'm under stress. The key difference with the linked question on epilepsy is that the mind disturbances due to GAD are less extreme but last for longer, potentially for days or even weeks.

I've been working as a software engineer for quite a few years and have a portfolio of successful projects (nothing grand, though) and recommendations from my previous employers.

I know that ADA requires the employer to provide "reasonable accommodations", but how far this can actually go in my case and what adjustments can I reasonably ask for? (Think of the standard interviewing process that companies like Google and Microsoft use that involves "show me how you're thinking outside the box" tasks, etc. This question is only about the accommodations in the job interview process)

marked as duplicate by Solar Mike, sf02, gnat, DJClayworth, Dukeling May 29 at 19:03

This question has been asked before and already has an answer. If those answers do not fully address your question, please ask a new question.

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    Comments are not for extended discussion; this conversation has been moved to chat. – Mister Positive May 29 at 18:09
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    In the three hours since another mod moved comments to chat, 65 more comments were added, all extended discussions. Take discussion to chat, please. And no, I can't easily move those 65 comments into the chat room, so they're gone now. – Monica Cellio May 29 at 21:27
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In a comment you clarified your question as,

I'm here to know what possible accommodations I can get

This makes for a bit of a chicken and egg situation, since we can't tell you what accommodations you can get until you tell us what accommodations you need. According to the EEOC, you can essentially get whatever accommodations you need, in order for you to be fairly evaluated for the job opening. There are some limits - employers are not required to provide accommodations that would cause an undue hardship (i.e. things that were very expensive or time-consuming to the point that it would be destructive to the job search process).

Keep in mind that in some cases, a disability may legitimately prevent you from carrying out specific job duties, in which case an employer can legitimately refuse to provide accommodations. For instance, imagine if an employer has a job opening that requires the ability to read, and they include a written test during the interview process. Further, imagine that a candidate claimed they needed an oral test because of dyslexia. The employer can refuse on the grounds that the job requires the ability to read. This may be relevant to your specific disability, since employers may make a legitimate case that some of the things you're describing would prevent you from reasonably performing the job (i.e. the ability to concentrate and focus your attention when stressed).

Reference: https://www.eeoc.gov/facts/jobapplicant.html

  • I didn't mention dyslexia at all, and I don't have it. Ok, let me come up with an example. The company says that they can't hire a guy who is a wheelchair user, because they do stand-up meetings and this is an absolutely essential requirement for the job. Is this a legitimate case? – user855286 May 29 at 18:11
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    +1 for the link alone. – DJClayworth May 29 at 18:11
  • Shame the comment is no longer available... – Solar Mike May 29 at 18:13
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    @user855286 if you didn't like my generic dyslexia example, I'm not sure what value your wheelchair example will have. The point of the answer is, you need to decide what accommodations you need. If you can provide some real, concrete examples, you may get a more meaningful response. Otherwise, all we can do is describe the general requirements per the EEOC. – dwizum May 29 at 18:15
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    My understanding from my training is that the rules on accommodations are deliberately left vague because every case is different. The candidate gets to ask for something that works for them rather than having to fit a previous definition. – DJClayworth May 29 at 18:23
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If they have to do something for your interview, wouldn't that tell them that they'd need to do something if they hired you? If someone came into the factory wearing a back brace I don't think they'd get hire.

That's just telling them not to hire you.

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