Question about Rights in the workplace...

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I was just diagnosed with Asperger's three months ago. In that time I've been trying to find a doctor to fill out work accommodation/FMLA paperwork for me, and that paperwork is currently "in processing". I've told my manager that I was pursuing a diagnosis, as well as when I got the diagnosis.

I have a past history, especially with this specific manager, of aspergian traits causing me trouble in the job, and it's started again. My manager claims that until she has the accommodation paperwork there's nothing she can do to help me. That to do any differently would be favoritism.

I'm wanting to know if this is true. If she knows of my diagnosis, isn't she supposed to make "reasonable" accommodations? After all, its not the doctor's recommendations that cause me to think/function (or not function) like I do.

Anyone have any input/knowledge of this?

I can't say I have any solid answers. To some extent, your manager is correct. She doesn't want to do something for you she should not do and ultimately get in trouble, but since she knows you have a diagnosis, she should be willing to do small things or at least stay on top of stuff so that no big matters develop that could get the employer in trouble for not taking any action at all.

Of course it depends on the kind of accomodations which you are requiring. A lot of things can be done by very little. I would for example think it is excessive if a white noise app cannot be installed. OTOH, to a point it akes sense. Sometimes, things are not as black and white.

Right now the main issue is in understanding changes that are made. there was a fairly signifigant error between what I thought the new rules were and what the new rules are and it caused me to fail service quality for the month of july. I think it should be a "coaching oppertunity" since it's not like I understood the change... but from what I can tell i'm just gonna have to live with it.