This also requires clarification.

No, the EEOC is clear on this.  You are making the
presumption that this is a visible disability
requiring accommodation.  There are more disabilities
than the traditional use of wheelchair, guide dog,
sign language interpreter, ramp, or reader.  An
employee with a disability does NOT have to divulge
the disability or request an accommodation unless and
until (s)he requires accommodation.

Further, in its guidelines, the EEOC indicated this is
to be an interactive, participative request, and that,
on the onset, can be in simple language.  It does not
require written paperwork (though it's better to make
such notification in writing).

For clarification, I'll refer you to the EEOC website
in the Topics section of my employment site below and
the JAN Website that discusses accommodations.  Most
cost less than $500 to effectuate, and some can cost
nothing.

An accommodation may mean giving someone extra time to
test for a learning disability, allowing additional
break time not given to other employees, job
transfers, and job coaches.  It may require some
ergonomic restructure of the work place.

So accommodation comes in many forms.

The issue here is accommodation of disability--not
personality conflicts.




> As someone involved in the hiring process, I
> disagree with a couple of items
> in indigo's postings: (1) Reasonable accommodations
> need to be provided for
> the interview process, not just when an offer is
> made and (2) when a salary
> history is requested, include it--this shows that
> you actually read the
> advertisement and can follow instructions. Most
> managers with hiring
> authority will look at the salary in the context of
> the overall
> organizational budget and location.


=====
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