I'm at a major crossroads. NOt sure what to do.

[Jman06]

I graduated college 2 years ago and got a job as a auditor in Indianapolis. I moved here from 3.3 hours away and it took me a year for it to feel like home. It was rough at first. I ended up getting fired because I found out I had ADD and a auditor is the worst job for that and I screwed up. Well 2 years later right now I'm doing a accounts payable position that I am suprisingly getting paid decent for and am doing fine at. But its not that hard.

Well ever since i got fired I've been trying to figure out what to do with my life and what I will be good at not get fired at because of my ADD. SO I applied to the Electrical unions in Indianpolis and Chicago because a trade like that I know I would be good at. I got into the one in Chicago and not Indy but I dont want to start the scarry process of moving to a totally new city AGAIN. IT sucked last time and not only that but I will also be starting a TOTALLY different career. I started and succeeded in starting a whole new life for myself in indy and I would throw it away if I moved again.

BUt just this week I just got a 2nd interveiw for a accounting position in Indy that has some things I would be good at besides accounting in it. But i'm TERRIFIED that if I get it the same thign would happen and I would get fired at that because of my ADD. BUt I dont know for sure but its still scarry. Especially since if I would get fired I would be LOST with no job and no idea of any other job I could get or even get an interview for.



Electrician job eventually would pay 36.20 a hour + overtime. BUt doesnt start out at much. IN CHICAGO.
Accouting job starts out at 40-50k and who knows what it goes up to. IN INDIANAPOLIS.

I know cost of living is much higher in chicago.

[wordsmith]

It's not even legal to fire you over ADD.

[Jman06]

It's not even legal to fire you over ADD.


Well they didnt know. I didnt know until a bit after I got fired(forced to resign). I couldnt do the job right because of it.

[winneythepooh7]

I know it's not legal to fire someone over this, however, if a person is not following the requirements of the job, there's often not much that can be done after a certain point. That's what an employer would focus on.

[wordsmith]

If they declined to make reasonable accommodations for his disability, though, they would be liable for discrimination under ADA. But this is a moot point if his condition wasn't known, even by him.

My question is, how are you going to handle your disability in either of these prospective ventures? My younger brother has ADD as well, and it can be a real challenge to get past, especially in a less structured work environment.

[winneythepooh7]

If they declined to make reasonable accommodations for his disability, though, they would be liable for discrimination under ADA. But this is a moot point if his condition wasn't known, even by him.

My question is, how are you going to handle your disability in either of these prospective ventures? My younger brother has ADD as well, and it can be a real challenge to get past, especially in a less structured work environment.

Not to continue to threadjack, but what are some of the major signs of ADD? I just ask because my staff work for the most part in an environment without a whole lot of structure. Would not following up on basic tasks after CONSTANTLY being supervised, having concrete verbal and written instructions and micromanagement more of less, and still not following through have anything to do with ADD?

[wordsmith]

I know my brother can't function (seriously CANNOT function) without an extremely strictly mapped out agenda for most things he has to undertake. He has to plan his day down to the letter, constantly refer back to his list. Having to wing it just distracts him, and throws everything off. He MUST have everything extremely organized from the start, or he's sunk. Granted, there are people who work best this way who don't have any type of disorder, but for him, it's a necessity, not a preference.

Inability to follow through on tasks (not just slacking off, choosing to not get to stuff, but a serious and real inability to follow through sufficiently is a textbook ADD indicator. It's a problem of being unable to process information in that way, it causing an overstimulus and shutting down.

[Jman06]

Not to continue to threadjack, but what are some of the major signs of ADD? I just ask because my staff work for the most part in an environment without a whole lot of structure. Would not following up on basic tasks after CONSTANTLY being supervised, having concrete verbal and written instructions and micromanagement more of less, and still not following through have anything to do with ADD?


Well there are different types of ADD. BUt that is a big sign. Needs constant supervision. I would bet he has it.

My probelms were :
A. Cant listen and recall what someone just told me who is giving me BASIC instructions. I need to write it down or record it.

B. Problems performing boring repitive tasks over a long period of time without missing things or making mistakes.(This hurt me in auditing)

*If the subject generally intrests me I can controll it and focus. Otherwise i'm in trouble.

[winneythepooh7]

What about "over involvement" in every activity under the sun in addition to what I previously mentioned?

[Jman06]

What about "over involvement" in every activity under the sun in addition to what I previously mentioned?


YOu should mention to look into if he might have ADD. ITs a serious issue and he would get the point that hes not performing. I really thought i was doing alright up until I got forced to resign.

[winneythepooh7]

Playing Devil's Advocate here:

1.) I'm not a doctor.
2.) As a supervisor, when someone is not meeting the basic requirements of the job, is MONTHS behind in their work and I am being forced more or less to do their work for them.
and 3.) numerous steps above and beyond have been taken to help them improve and they don't and 4.) there's never even been mention that they have ADD,

then, what I am supposed to do? What are other employers that are faced with this situation supposed to do?

And as Jess mentioned, there is a fine line between someone actually having ADD and just being, well, a "slacker" for lack of a better term.

I guess what I am trying to say too, because disabilities in general and how they overall effect job performance has become a major interest of mine as of late.............but if a person can't do a job, for whatever reason, when do you draw the line as an employer?

[yankeeyosh]

Playing Devil's Advocate here:

1.) I'm not a doctor.
2.) As a supervisor, when someone is not meeting the basic requirements of the job, is MONTHS behind in their work and I am being forced more or less to do their work for them.
and 3.) numerous steps above and beyond have been taken to help them improve and they don't and 4.) there's never even been mention that they have ADD,

then, what I am supposed to do? What are other employers that are faced with this situation supposed to do?

And as Jess mentioned, there is a fine line between someone actually having ADD and just being, well, a "slacker" for lack of a better term.

I guess what I am trying to say too, because disabilities in general and how they overall effect job performance has become a major interest of mine as of late.............but if a person can't do a job, for whatever reason, when do you draw the line as an employer?


I totally see your point. But some people are simply afraid to mention their disabilities beforehand because they worry they won't get a job. I *NEVER* tell anyone before an interview that I have Asperger's. Even on the application, where it asks whether you have any disabilities that might impact your performance, I leave it blank. While it is totally illegal to deny someone a job based on that, how can you prove that the hiring manager didn't hire you on account on that? They'll make up some excuse like you don't have the "experience" or they found a better "fit". It's a he said she said situation, and it will get nowhere.

[winneythepooh7]

I totally see your point. But some people are simply afraid to mention their disabilities beforehand because they worry they won't get a job. I *NEVER* tell anyone before an interview that I have Asperger's. Even on the application, where it asks whether you have any disabilities that might impact your performance, I leave it blank. While it is totally illegal to deny someone a job based on that, how can you prove that the hiring manager didn't hire you on account on that? They'll make up some excuse like you don't have the "experience" or they found a better "fit". It's a he said she said situation, and it will get nowhere.

And that's fine. No one is saying you have to mention this. But my question is as an employer, what are you supposed to do if AFTER the person is hired they just are not able to do the job. Period. I mean, if you don't know that they have a disability (or even if you do), if they aren't doing their work, they aren't doing their work. In my opinion, there's not a whole lot you can do after a certain point. In cases like that, it would really be a performance issue.

I've worked with plenty of people with disabilities where their disability was NEVER an issue, either.

ETA: I know that some people may even use a supported employment program, which I have observed can be very helpful in being able to KEEP a job.

[WorkInProgress]

If they declined to make reasonable accommodations for his disability, though, they would be liable for discrimination under ADA. But this is a moot point if his condition wasn't known, even by him.

My question is, how are you going to handle your disability in either of these prospective ventures? My younger brother has ADD as well, and it can be a real challenge to get past, especially in a less structured work environment.

Well, it wouldn't be discrimination if even with reasonable accomodation he still couldn't perform the essential job functions. Thus saith the anti-discrimination training I just completed last week. But yeah, it's a moot point for that job anyway.

Good question, words.

[winneythepooh7]

Well, it wouldn't be discrimination if even with reasonable accomodation he still couldn't perform the essential job functions. Thus saith the anti-discrimination training I just completed last week. But yeah, it's a moot point for that job anyway.

Good question, words.

I had another thread the other day about a similar issue (I actually deleted it because, hey, you never know who is reading these boards). In any event, I think it was Red who had said that the ADA was created because there are employers who won't hire people for having a disability that will not impact their performance on the job in any way.

But, I strongly feel that if there are job requirements that the person will not be able to fulfill because of their disability, then the employer is not discriminating against them. This is actually what my boss and I have decided regarding the situation I recently mentioned. We feel that in that person's case, she could not fulfill the basic requirements of the job.

[caostotale]

Well there are different types of ADD. BUt that is a big sign. Needs constant supervision. I would bet he has it.

My probelms were :
A. Cant listen and recall what someone just told me who is giving me BASIC instructions. I need to write it down or record it.

B. Problems performing boring repitive tasks over a long period of time without missing things or making mistakes.(This hurt me in auditing)

*If the subject generally intrests me I can controll it and focus. Otherwise i'm in trouble.

I currently suffer from both of these and I had ADD diagnosis as a child, Ritalin and everything. I personally don't believe that ADD is the most cogent psychological explanation for a lot of things. I feel that there are personalities out there who are built for repetitive work patterns and general over-achieving in mundane walks of life. I believe ADD is often heaped at people who don't feel any sense of reward from that sort of thing and find themselves continually at odds with the rote workday. Plenty of people who are ADD in the grade-school definition (or even the adult work-world definition) can do brilliant things when they feel like applying themselves.

What I say is that rather than go to war with one's self over work performance (your habits will most often win out no matter what) and other social conventions, one should pursue a position or situation that allows one to capitalize on their window of interest.

[WorkInProgress]

Plenty of people who are ADD in the grade-school definition (or even the adult work-world definition) can do brilliant things when they feel like applying themselves.

And therein lies the problem.

"When they feel like" sounds to me as more of a willpower, slackerly issue, whereas, "can perform with reasonable accomodation" like close working with supervisors, lists, etc. sounds like an actual problem.

I think this kind of thing is where the whole slacker/medical issue line is blurred.

[winneythepooh7]

And therein lies the problem.

"When they feel like" sounds to me as more of a willpower, slackerly issue, whereas, "can perform with reasonable accomodation" like close working with supervisors, lists, etc. sounds like an actual problem.

I think this kind of thing is where the whole slacker/medical issue line is blurred.


I agree. I also don't think ADD should be used as an excuse for extremely poor job performance. (Or, well any disability really..........).

[wordsmith]

This is where we're getting perilously close to calling something that's a legitimate disability something that people can help, which isn't true. That troubles me a great deal.

[winneythepooh7]

This is where we're getting perilously close to calling something that's a legitimate disability something that people can help, which isn't true. That troubles me a great deal.

I never said THAT. How do you suggest someone in my particular situation deal with someone who cannot meet even basic job requirements because of their disability (WHATEVER that may be..........). THIS is the question that never gets answered and just makes me look like I am being cold and heartless, which is not the case.

[meatwad]

A company shouldn't deny an opportunity to someone with a disability, but a company also shouldn't have to go overboard to accomodate someone with a disability. If you hire someone because they are the most qualified person for the job, but that person happens to be in a wheelchair, you should make sure your company is accessable to that person. If a person has ADD, you should accomodate that person with tools to help them do their job, but it should be the employee's job to manage their disorder to get their work done. If you have trouble remembering things, it's not the company's responsibility to remind you 800 times. And it sound like J's got a pretty good handle on that. He writes things down. If you get distracted because tasks at your job are boring, that's not the employer's fault. You took the job and that's one of the tasks. You should find a way to keep yourself focused on the task at hand. If you can't come up with a way to do that, then it's probably time to find a job that holds your interest.

[WorkInProgress]

I never said THAT. How do you suggest someone in my particular situation deal with someone who cannot meet even basic job requirements because of their disability (WHATEVER that may be..........). THIS is the question that never gets answered and just makes me look like I am being cold and heartless, which is not the case.

I'm thinking (hoping) that she was responding to caostotale's post.

[wordsmith]

I'm thinking (hoping) that she was responding to caostotale's post.

Yup.

My brother was born after nearly an hour of fetal distress, the second twin in a high-risk pregnancy, and had to be taken via caesarian when his brother had been born without any complications

Fortunately, he has no developmental disabilities, which are common with oxygen deprivation and birth trauma, but there was enough neurological damage done that ADD was the result.

It's not a matter of disciplining yourself to remain focused, it's not a matter of just not trying hard enough, it's neurological damage to a portion of your brain. It's like telling somebody who has damage to the nerves that control their ability to move their legs that they should just find a way to force their legs to respond, even though the neural pathways aren't functional, and that it's simply a matter of discipline and if they had more and tried hard enough, they wouldn't be in a wheelchair. Brain damage is for good.

[winneythepooh7]

Yup.

My brother was born after nearly an hour of fetal distress, the second twin in a high-risk pregnancy, and had to be taken via caesarian when his brother had been born without any complications

Fortunately, he has no developmental disabilities, which are common with oxygen deprivation and birth trauma, but there was enough neurological damage done that ADD was the result.

It's not a matter of disciplining yourself to remain focused, it's not a matter of just not trying hard enough, it's neurological damage to a portion of your brain. It's like telling somebody who has damage to the nerves that control their ability to move their legs that they should just find a way to force their legs to respond, even though the neural pathways aren't functional, and that it's simply a matter of discipline and if they had more and tried hard enough, they wouldn't be in a wheelchair. Brain damage is for good.

It's interesting because I also work with brain damaged people. That's why it's hard because I have seen great success stories, but then I've also seen people who are in denial of their limitations. Where the damage is so severe that they can't work again. I also think that everything needs to be taken under a case-by-case basis.

[wordsmith]

It's interesting because I also work with brain damaged people. That's why it's hard because I have seen great success stories, but then I've also seen people who are in denial of their limitations. Where the damage is so severe that they can't work again. I also think that everything needs to be taken under a case-by-case basis.


Right, because there are different degrees and types of brain damage. In the damage that's connected to ADD, there are three subtypes...one that's marked by inattentiveness inappropriate to a person's developmental level(which is ADD in the strictest sense), one that's marked by hyperactivity/impulsiveness inappropriate to a person's developmental level (ADHD), and combined.