[Y7ZCQtNo39]

> One way to handle it is to be upfront with your employer. This tends not to work.

It's a medical condition. Employers need to provide reasonable accommodations if you're able to fulfill the job. Are you able to do the job on a slightly shifted schedule? Chances are it's the case.

> It makes scheduling meetings extremely difficult. Morning standups are out. How many of you have weekly standups?

Could do afternoon standups. Problem solved.

[cyberpunk0]

No employers will not make reasonable accommodations. Business is profit over people, you requiring accommodations means more effort for them. Just try to tell your employer you have depression and see how "reasonably accommodating" they will be.. capitalism is disease

[linkregister]

When you graduate, at your first tech job you'll have to sit through various mandatory training. One of those describes the employer's requirements under U.S. (or EU) law.

One of those requirements is "reasonable accommodation," which is a term that means that employers face big lawsuits from the government if they don't reasonably accommodate employee disabilities.

This means that if an employee has a condition that allows them to do the work, but needs special stuff, such as software to allow them to write code while blind, or a wheelchair-accessible entrance, then the company has to provide it. Otherwise, the employee can ask the government to sue the company on her or his behalf.

But yeah, dude, capitalism is a disease.

[s73ver_]

Yes, those things can happen. Doesn't mean they will. Remember, a large chunk of people in this country are working under at-will employment. That means that if the company doesn't want to accommodate you, they don't have to; they just let you go without saying why. The onus is now on you to prove beyond a reasonable doubt (and spending large amounts of money on legal fees to do so) that you were let go because of that.

[linkregister]

No, the employee contacts the ADA and EEOC. Please reread my comment.

[s73ver_]

The employee contacts the Americans with Disabilities Act?

And beyond that, what guarantees that the EEOC is going to act, and that they'll find in your favor?

[linkregister]

Fair enough, the employee will notify their state office that handles ADA complaints.

There's no guarantee for anything in life. There is even a strong likelihood that justice won't be served. But that is a far cry from throwing up our hands and claiming a rigged system. There is a reason why so many malls, stores, and restaurants have disabled-accessible entrances, and it's not wishful thinking. It's enforcement at the state and local level.

[humanrebar]

> Employers need to provide reasonable accommodations if you're able to fulfill the job.

How does an individual make sure that rule is enforced?

[Y7ZCQtNo39]

Start with putting in an effort with the employer, and your final means would be the justice system. It's the law. But you could start with the manager, move on to HR, move on to the courts if you need to. And don't skip levels. Only elevate as necessary.

[throwawaytime]

This doesn't quite work. The official reason for firing me had nothing to do with my narcolepsy, for example. It would normally be a minor infraction. But when someone wants to get rid of you for showing up late, they can almost always find a way.

And then you're in a situation where you've raised litigation at past employers, and that will follow you around.

The point is, the worst possible situation to be in is that everyone knows you're narcoleptic and knows you're not choosy about raising legal action. No one will touch you. The best option seems to be to conceal it and part ways as amicably as possible.