FMLA vs ADA

[cmr1087]

hey there,

I’m an AuDHD individual who is having trouble with certain social aspects of my job. Such as empathizing, body language or facial expressions, and being able to work with my executive dysfunction. I asked for ADA accommodation and was told to do FMLA paperwork. I don’t miss work for anything. I don’t feel my conditions warrant it. I even asked again for ADA accommodation to which I was told to do the FMLA paperwork and have my doctor recommend accommodations needed. I just feel I’m being set up for failure. Am I correct?

[CloudsAreLovely]

I don't know that's a tough decision to make. From what I read you're not quite in the bracket. If anything .... if you wanted to try for disability that's a possibility, However you might have to fight long and hard for it. And from what I understand you might have to try three times which can take you a year and a half or longer. And as long as you can do certain things... they are not going to just give it to you.Good luck whatever you decide! Do more research that's for sure look into all your options before you make the decision. Make sure you have records from school all that kind of stuff including Physician or pediatricians medical records.

[LabLover3]

FMLA does more than just excuses for missing work. FMLA does exceptions for things like extra breaks just as an example. I take extra breaks to do my Healthy Minds Program mindful techniques. FMLA is a great resource.

[Mamamichl]

may I ask what kind of accommodation you are asking for? If you ask for a third time, ask specifically for ada paperwork confidently instead of asking for an accommodation. The ada paperwork tells them the accommodation you are requesting. If they don’t give it, talk to a lawyer. You may be able to have ada paperwork given in other avenues, though mine didn’t seem location specific.

[doodledogmom]

You have to work with your employer and tell them specifically what the accommodation is for and what is the accommodation that you are requesting? Ex: Different work hours, quiet/secluded work space, working along vs group setting etc. Maybe working from home instead of on-site. This was more than likely asked during your interview or onboarding. "Are you able to work the job duties with or without reasonable accommodation?" This is usually built into the application that you would have filled out. Again, you have to be explicit about what it is that you want from your employer and can they provide this without undue hardship.

Question: How is not being able to ready body language/facial expressions effecting how you do the job?

Your employer may already have a form that you need to fill out, but should be something like this: doi.gov/media/document/di-6...

[Queen_of_Tara]

Check out this article by ADDitude magazine called “Workplace Accommodations That Actually Work” By Nicole Nadler. I just saw it and thought of your post. It's a good article. Best to you!!