hey there. I’m new here but figured it was a good place to try and get some feedback about workplace considerations.
Long story short, my AuDHD has come to the surface in my job. Mainly where I’m struggling and have had negative feedback from my supervisors is my body language or facial expressions. These are things I really don’t always have control over, as some of you also may experience, and it’s led to people believing I’m more rough around the edges or crass than I ever intended to be. I was told by my current supervisor when I brought up it’s part of my AuDHD to seek out HR assistance in order for them to more or less overlook my shortcomings due to my condition(s). I would like to do just that so they are professionally made aware of my “tics” and conditions but am unsure how to go about it. More or less, without HR being involved, I’m at risk of having negative feedback on evaluations and reviews. It just seems quite unfair when I can’t always regulate the issues.
So, my question is, how would one approach HR and ask for consideration of these symptoms that are really just tics that can’t always be deterred or stopped? Any input would be helpful as I’m just not sure how I should proceed. TIA
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cmr1087
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Try looking for information at askjan.org/ (the Job Accommodation Network). I was recently reminded about that site.
They have information about accommodations which might be possible for Autism and for ADHD.
Since it is not well understood that autism symptoms can include tics, I also recommend looking at the info there for Tourette Syndrome, since that is the best known tic disorder.
You might discuss accomodations with your direct supervisor, the department head, &/or a HR representative (but don't hesitate to escalate to a more senior member of HR). If your workplace has an ombudsperson, they can help broker conversation, so that you requests are heard, but they are obligated to remain neutral (not taking a side in any discussion, but ensuring that each party in the discussion is able to express their thoughts and ideas).
If you are part of a union, then speak with your union representative, to include them.
Your doctor, neurologist, or psychiatrist (who is also a licensed doctor) can write a note about the types of accommodations which you need. Their words will carry more weight than almost anyone else's.
You can also contact the local disability services, which might be a city, county, state, or federal government agency in your area. You could also look up more info or call the information number at usa.gov/disability-rights/ .
If you feel like you need the assistance of a lawyer, look for a disability rights attorney. They will be familiar with the appropriate laws, and a letter from a lawyer can be effective. They can also file a lawsuit, if it comes to that.
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A friend of mine who I worked with at two different employers has obvious tics, due to ASD or something related. (He wasn't specific, but he did say it wasn't Tourette Syndrome and that it was more like autism. I think he said that his tics presented much more strongly after trying a certain medication, but didn't go away after he stopped the medication.)
The first workplace was a higher education institution. There, he was well accepted by some, but avoided by others.
The other workplace was a hospital, where he was much better received without any apparent issues. (He was the reason I found the job at the hospital in the first place, and even though I had to leave that job for family reasons, I will forever be grateful to my friend for that lifeline.)
So, sometimes the best outcome for acceptance and getting better accommodations is by changing jobs or even changing to a different employer altogether.
Bring your own ideas to the table. Give some thought to questions like: • what your particular disability symptoms & traits are, which require accommodations
• what types of accommodations which you believe will work best (no matter how small or large), and why you think that they will work
Also, consider your abilities which you might make good use of at work.
e.g. Maybe your tics make talking with people in person or over the phone more challenging, but you are excellent with written communication. If so, you could request to do more of the type of with that involves writing or typing, and less which requires verbal interaction.*
*(I worked as the Lead Tech Support Representative at a Computer Help Desk, and I developed an understanding of the strengths and weaknesses of each of my team members... neurotypical and neurodivergent, alike. Whenever possible, I would take each of their communication strengths & weaknesses into consideration; leaning on strengths, but also helping them to strengthen or find ways to accommodate their weaknesses. The work required in-person, phone, and email interaction. It was clear that some of the team members really shone with the in-person support, while others were very adept with email support...but we all agreed that phone support was the most difficult part of the job, so we took turns at it to varying degrees.)
Thank you for contacting CHADD National Resource Center on ADHD. Just like the previous response mentioned, it’s a good idea to reach out to The Job Accommodation Network at askjan.org/. They can provide helpful information and support. You might also find this article on workplace issues useful: chadd.org/adhd-news/adhd-ne... https:/ chadd.org/for-adults/succeeding-in-the-workplace/ chadd.org/for-adults/laws-a... and askjan.org/blogs/jan/2015/0... Another suggestion is to get a letter from your medical provider that explains your diagnosis in detail, but only if you feel comfortable sharing that information.
If there is anything else you need, please let us know.
Best Regards,
Liseth
Health Information Specialist
CHADD’s National Resource Center on ADHD chadd.org
Do you know what an ADA is for work? Basically talk to HR and ask for an ADA. They are like an IEP but for work. It helps people get accommodations. I had one that was to have my supervisor give me 1-2 things to work on and have regular feedback in writing. However, my supervisor didn’t follow it and argued with me. I am contacting EEOC again to discuss this, as I have a lot of documentation.
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