A long time ago my literary agent thought I should write about the advances coming slowly but coming surely for individuals who need ADA Act accommodations.

After scrolling through a tidal wave of emails I came across this one about the ADA. The truth about the ADA Act is that you must know it exists before you can request an accommodation.

Then even though the ADA Act is a legal protection for most workers you might not be covered.

Two issues are at play:

If you foresee your medical condition or disability impairing your ability to do your job you must email the right person in your company’s HR department. I wrote what to write to them in my book Working Assets. You should frame yourself as needing a job modification because your disability is interfering with your ability to get your work done.

Then suggest a reasonable accommodation you’d like to be given. The fact is you can be fired for just cause or at least simply laid off if you don’t request an accommodation.

True stories abound of individuals with disabilities who show up to their job late every day, call in sick every week, or fall asleep on the job when they’re supposed to be awake.

You do this too often and you’ll be shown the door without recourse. This is why requesting the accommodation in the first place should ideally give you breathing room before your boss terminates you.

In the coming blog entry I’ll talk about alternatives to traditional corporate office jobs and why veering off the beaten job search path could lead to better results for those of us with disabilities.