4 ms·

> First, under the ADA they can't actually ask you to verify any disabilities: that's between you and your doctor. Wow, that's interesting. They can't even req

> First, under the ADA they can't actually ask you to verify any disabilities: that's between you and your doctor. Wow, that's interesting. They can't even require a doctor's certification of some sort (without any details)? How does that work for companies that give discounts (say) to the disabled? Can everybody lie to get them legally then? This doesn't sound right. (Note that it doesn't have to necessarily be the ADA outlawing this, so I wouldn't just rely on that.) > Second, you don't have to be explicitly diagnosed as having a disability to have one. Do you mean to have one medically or legally? The former is obvious to me but the latter isn't.

jkaplowitz 8y ago
The ADA also covers cases where there's a record of you having a disability - even if the record is wrong! - or where you have been perceived to have a disability. Not only cases where you really do.
kstrauser 8y ago
> They can't even require a doctor's certification of some sort (without any details)? That's correct, generally. I mean, if you show up at an airport with an oxygen take, be prepared to demonstrate that you medically require it. It's also different for employment, where your boss may ask you to provide evidence that you need a special accommodation to do your job.
drewmol 8y ago
Side note: If you look at the ADA language about service animals, it's all about what you as a business cannot do, without doing a good job of specifying what constitutes a service animal... So if abusing vaugely defined legislation aimed at protecting people with disabilities is your thing, $50 on Amazon and you can take your pets just about anywhere ;-)
- masonic 8y ago
  The current ADA is actually quite clear: it must be a dog or miniature horse professionally trained to mitigate one or more specific disabilities.
olliej 8y ago
What right do they have to know what your disability is? The ADA has exemptions for when it would be unsafe or unreasonable to provide accommodation, and those are the only places where anyone can discriminate against someone for whatever their condition might be (eg the vision and prescription requirements for pilots). In fact the ADA explicitly disallows asking for any general information about disabilities - an employer can only ask yes/no questions about specific criteria. I can’t imagine what their argument for not supporting someone cancelling their subscription would be. Fun question: if you were to say you were cancelling for medical reasons would they be opening themselves up to a lawsuit if the call center asked what it was?

jkaplowitz 8y ago

The ADA also covers cases where there's a record of you having a disability - even if the record is wrong! - or where you have been perceived to have a disability. Not only cases where you really do.

kstrauser 8y ago

> They can't even require a doctor's certification of some sort (without any details)? That's correct, generally. I mean, if you show up at an airport with an oxygen take, be prepared to demonstrate that you medically require it. It's also different for employment, where your boss may ask you to provide evidence that you need a special accommodation to do your job.

drewmol 8y ago

Side note: If you look at the ADA language about service animals, it's all about what you as a business cannot do, without doing a good job of specifying what constitutes a service animal... So if abusing vaugely defined legislation aimed at protecting people with disabilities is your thing, $50 on Amazon and you can take your pets just about anywhere ;-)

masonic 8y ago
The current ADA is actually quite clear: it must be a dog or miniature horse professionally trained to mitigate one or more specific disabilities.

olliej 8y ago

What right do they have to know what your disability is? The ADA has exemptions for when it would be unsafe or unreasonable to provide accommodation, and those are the only places where anyone can discriminate against someone for whatever their condition might be (eg the vision and prescription requirements for pilots). In fact the ADA explicitly disallows asking for any general information about disabilities - an employer can only ask yes/no questions about specific criteria. I can’t imagine what their argument for not supporting someone cancelling their subscription would be. Fun question: if you were to say you were cancelling for medical reasons would they be opening themselves up to a lawsuit if the call center asked what it was?