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In my line of work I routinely review evidence of threatening and harassing behavior in the workplace. I don't see a threat here. Looks like an annoying, troublesome co-worker,which is not uncommon. I'm not saying don't complain, but I'd avoid making it sound more serious than it is or your manager might write you off as overreacting.
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Feb 16, 2017 04:22
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| # ¿ Apr 29, 2024 11:00 |
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Avoid trying to antagonize or "set up" your coworker. This sort of thing often backfires and you might end up in hot water too. At minimum it will just heighten tensions and make work even worse. If you feel youe coworker is truly screwing you over in some way, bring the issue to your manager in a calm manner and let them deal with it. You want to look like the professional one, and if you try to screw with the guy you may look like a trouble maker. rizuhbull posted:I may as well ask a real question since I made the thread: Should I tell my superiors I'm autistic? Not now, but how do you navigate having a hidden disability in the workplace? I don't want to scare off a interviewer, but I also don't want to intentionally hide it. Do you need a certain accommodation or change in the way you do your job? If not, then it's probably not a good idea to bring it up. Assuming you are in the USA, the Americans with Disabilities Act allows you to request accommodations, within reason, to be able to do your job. It's also unlawful to take action against you BECAUSE of a disability. However, if you don't need a change in how things are done, then coming out as disabled might cause yoir employer to view you negatively without any benefit. Hopefully not, but it happens a lot. If you were fired or something later, you'd have to be able to prove that the decision was influenced by your disability, which can be hard to do. I say to let sleeping dogs lie unless something happens that you feel requires your employer know about your disability. I'm not sure what kind of accommodations a person with autism might need, but potentially having things put in writing, clear expectations, etc if you have issues with missing social cues in face to face conversations. Keep in mind that you can't have an accommodation of just not doing an essential part of your job. Eg, if you have to interact regularly with clients, it would probably be a no-go to just refuse that (unless it was so rare and marginal that it could easily be passed to another employee without burdening them greatly). If you're in a job interview, its almost always not in your interest to mention it. Its also illegal for them to ask about a disability until they've offered you the job, and then there are restrictions.
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Feb 16, 2017 22:50
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