Chris Peck ⋅ Atlanta, GA UPS ⋅ 30 years experience

Ty--
Thanks for your USAF service.

I would first determine if you have "limitations" or a "disability" as defined by the ADA. Not all limitations reach the threshold for ADA protection, and therefore may not qualify for the accommodation provisions.

As is mentioned above, the ADA requires employers to provide "reasonable accommodations" for job candidates in order to perform the "essential job functions". Although the law is over 20 years old, it is still quite complex both for employers and applicants in its interpretation, Unless your disability is apparent, it is unlikely to surface until you raise it. As an example, an employer might give all applicants a list of the essential job functions during an interview and ask if you can perform those essential job functions "with or without accommodation". Neither the employer nor you may know at that time exactly what accommodation that may involve---that's OK. The employer then post-job offer has to engage in a process with you to evaluate potential accommodation options, and then make a determination on how reasonable they are for their business to accommodate. What may be considered reasonable for a large company may not be reasonable for a smaller firm.

Best of luck to you!

Dave Zimmerman ⋅ West Palm Beach, FL ⋅ 7 years experience

Ty,

There are great materials on the web. Start with the ADA web page to understand the law. Put out another question to HR experts and ask them how they as HR experts handle disabled candidate. You have to meet the qualifications for the position. Do some research on the web because it is a complicated process to answer your question since a lot of questions must be answered by you for the HR pros give their opinion.

Don't get down! You are a valuable person and there is a great position out there for you!!! Dissect what you have been doing up to now and start concentrating on the mission. Evaluate your expectations, the jobs or industry you are targeting, your resume, and your interviewing skills. Expand your targeted positions, locations, level, functions say sales versus operations, and most of all, believe in your self. Go to work every day! Work is finding a position that you fit. Knowledge is power. I started in operations, went to sales, then sales management, and now, I'm a business consultant. Sales is always a good start since you learn the company from the bottom up.

DEZ

Sherri Stone ⋅ Claremore, OK ⋅ 16 years experience

Hi Ty,
I have worked with individuals with disabilities for more than 15 years to help them return to work. Basically you have no responsibility to disclose any disability unless you need an accommodation. The first question I would ask you to consider is how will your limitations affect your performance on the job. Once you clarify that for yourself, you can figure out what accommodations you may need or would help you do the job. Depending on the job you are applying for it may be none. You are welcome to contact me privately sstone8507@cox.net if you would like to discuss further.
Sherri

Diane Standish ⋅ Bonita Springs, FL Collier County Sheriff's Office ⋅ 25 years experience

Ty,

First of all, thank you for your service. The ADA (Americans with Disabilities Act) is a federal law which prohibits potential employers from denying you employment based on your medical history or disabilities provided you can perform the essential job functions with a reasonable accommodation on the employer's part. The emplyer may not require medical information from you prior to giving you a "conditional" offer of employment, i.e. an actual job offer prior to requesting medical information. Most employers refrain from asking for any medical information at interview. You should not put any such information on a resume or application or bring it up in an interview. According to the law, prior to conditional offer an employer may present you with the physical requirements for performing the job's essential functions and ask you if you can perform them either with or without a "reasonable accommodation". This requires only a yes/no answer from you. The law is both complicated and vague. I would suggest that you obtain a generic job description for the type of job you seek which includes physical abilities (available on the internet I would imagine) and be prepared to present whatever accommodation you may need to perform those essential tasks. Perhaps your physician could help you. Then, if they ask you about accommodations, you will be ready for them. Bottom line is don't bring it up prior to job offer unless they ask and be aware of what you may need from them by way of an accommodation. Not all employers understand or follow this law, but the law is on your side.

Good luck,
Diane