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Comment by nlawalker | Hacker News Reader

The intersection of this with employment, specifically, seems hairy to me.

Is time blindness a disability that requires accommodation? To what extent, and who decides? If not, what makes it different from other disabilities that do get accommodation or some kind of protected status?

(These are meant to be rhetorical questions, but I’m sure someone has a direct answer, so I’d be interested in that too, because I really don’t know)

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JAN[1] says "time management" is a disability (limitation, in their words) that requires accommodation.

[1] https://askjan.org/limitations/Managing-Time.cfm?csSearch=10...

Employers only have to provide accommodations for actual diagnosed disabilities. And even then legally required accommodations only have to be reasonable. If the job fundamentally requires showing up for meetings and completing assignments on schedule then employers don't need to allow disabled employees to be late.

AHDH is an actual diagnosed disability. If I have to take meds that would leave you tweaking for 3 days then employers better allow me being late sometimes.

> better allow me being late sometimes

That would depend on the jobs requirements, wouldn't it? In some roles that might be a complete deal breaker. For example, anything customer/client facing. If you can't perform the jobs duties with reasonable accommodation, maybe you should find another job?

Similarly, if you are 3 feet tall you'll likely never be the worlds slam dunk champion. Not even if they provide you with a step-stool. It's not your fault, or the employers. Sorry, I guess.

Nope. A disability diagnosis isn't a blank check where employers have to accommodate everything you want. If the job requires being on time then at least under the Americans with Disabilities Act an employer is totally allowed to fire an employee who shows up late. There are some nuances here that won't fit in a comment so consult an employment attorney if you have questions about your legal rights.

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