2. Decide WHEN to Disclose: Consider Pros and Cons When Potential Gains Potential Setbacks In a cover letter Advance time to prepare positive written disclosure Employer's preconceptions may hinder and to tailor your abilities to duties of job opportunity for an interview. Unable to read description. employer’s body language and mood. In a resume or on a Establishes "up front" relationship and Employer may have stereotypes disa- job application communication. bilities and may not offer you an interview. When employer Establishes open communication and gives an May not get serious consideration during calls for an employer time to review Americans with interview. interview Disabilities Act of 1990 compliance information. respect to employer, gives employer advance Before the notice to secure any accommodations that may be Employer has advance time to yield to his or interview needed during the interview, and time to research her stereotypes about disabilities. proper etiquette or refresh knowledge on ADA. Shows During the Opportunity to read employer body language, to Employer may feel uneasy and ill prepared interview time the disclosure, and to disclose in a brief, to respond with appropriate and legal positive manner. questions. After the job offer May have legal recourse if disclosing disability Employer may feel that you have been negatively affects the hiring decision. There is dishonest in the application process, which time to get accommodations in place before the may erode trust. job starts. Positive relationship has already been established with employer. opportunity to establish credibility before After the job May take time to secure requested accom- disclosure. Gives freedom to talk with co-workers begins modations. Employer may believe you have about disability related issues. not been honest which may negatively affect your relationship. arise (i.e. you may never need to disclose). perceptions of your work performance, feel When performance betrayed or wonder why you waited so long. difficulties arise Employer may have difficulty changing his or her Difficulties may not Never Disability information is kept private. Not protected from discrimination under the
2. Decide WHEN to Disclose: Consider Pros and Cons When Potential Gains Potential Setbacks In a cover letter Advance time to prepare positive written disclosure and to tailor your abilities to duties of job description. Employer's preconceptions may hinder opportunity for an interview. Unable to read employer’s body language and mood. In a resume or on a job application Establishes "up front" relationship and communication. Employer may have stereotypes disa- bilities and may not offer you an interview. When employer calls for an interview Establishes open communication and gives an employer time to review Americans with Disabilities Act of 1990 compliance information. May not get serious consideration during interview. Before the interview Shows respect to employer, gives employer advance notice to secure any accommodations that may be needed during the interview, and time to research proper etiquette or refresh knowledge on ADA. Employer has advance time to yield to his or her stereotypes about disabilities. During the interview Opportunity to read employer body language, to time the disclosure, and to disclose in a brief, positive manner. Employer may feel uneasy and ill prepared to respond with appropriate and legal questions. After the job offer May have legal recourse if disclosing disability negatively affects the hiring decision. There is time to get accommodations in place before the job starts. Positive relationship has already been established with employer. Employer may feel that you have been dishonest in the application process, which may erode trust. After the job begins opportunity to establish credibility before disclosure. Gives freedom to talk with co-workers about disability related issues. May take time to secure requested accom- modations. Employer may believe you have not been honest which may negatively affect your relationship. When performance difficulties arise Difficulties may not arise (i.e. you may never need to disclose). Employer may have difficulty changing his or her perceptions of your work performance, feel betrayed or wonder why you waited so long. Never Disability information is kept private. Not protected from discrimination under the
Moving%20On%20Binder%202013.docx