Job problems - corporate environment

Not only are you not required to disclose The average HR department would prefer if you didn’t disclose at least not in your CV or interview. You absolutely cannot be sacked for not disclosing your disability, but not disclosing your disability may limit your ability to rely on certain protections if you have a discrimination lawsuit down the line.

in my personal opinion it’s best to disclose soon after you’ve got the job.

reasonable adjustments can include:

• putting things formally in writing  normally done informally so that you can be absolutely clear about what you’ve been asked to do.
• job tailoring where aspects of the job  you maybe find difficult get shifted on to the managers or other engineers (customer service?)
• special seating arrangements putting you in a quiet area where you’re not easily distracted or disturbed by noisy stimulus

> You absolutely cannot be sacked for not disclosing your disability,

You have no idea of what you are talking about. If you have been in the workplace for less than 2 years you can be fired without any reason or explanation. HR will never tell you "we do not want aspies in the workplace", they will only tell you some bullcrap about "cultural fit" or something. 

One conversation between HR and the Occupational Health Therapist, would end a ‘cultural fit’ or ‘no aspies’ witch-hunt, the OHT would tell them that they are going the right-direction to a major-liability, if that don’t make every reasonable-adjustment available on request. Anybody who would ride that line into a disciplinary-hearing would be in for a short-sharp-shock. Hidden Disability is still a protected-characteristic..

Iain, you know what you are talking about.

Judge Dredd said:

An HR would never say "we are firing him because he is aspie".

Agreed. HR teams by and large know not to leave any paper trail for this.

One role I was brought into to restructure a team in a university had my last task as getting rid of a group of militant trade union reps and disabled staff on the team who had an incredibly high absence rate.

I protested that this was unfair but the response was "then leave and we will find someone who wil do it".

They went to considerable lengths to avoid any written communications on the subject and even in meetings would not say it explicitly in case someone was recording.

In the end they decided to reduce the headcount of the team, rewrite the job description to allow them to reasonably decline the staff they didn't want and then made everyone apply for the jobs so they could then make the rest redundant.

Essentially all kinds of dodgyness goes on with HR teams but this is normally at the request of management. They are pretty good about giving plausable deniability too.

Judge Dredd said:

An HR would never say "we are firing him because he is aspie".

Agreed. HR teams by and large know not to leave any paper trail for this.

One role I was brought into to restructure a team in a university had my last task as getting rid of a group of militant trade union reps and disabled staff on the team who had an incredibly high absence rate.

I protested that this was unfair but the response was "then leave and we will find someone who wil do it".

They went to considerable lengths to avoid any written communications on the subject and even in meetings would not say it explicitly in case someone was recording.

In the end they decided to reduce the headcount of the team, rewrite the job description to allow them to reasonably decline the staff they didn't want and then made everyone apply for the jobs so they could then make the rest redundant.

Essentially all kinds of dodgyness goes on with HR teams but this is normally at the request of management. They are pretty good about giving plausable deniability too.

Iain, you know what you are talking about.