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My lawyer advised me not to reveal my handicap during any interview process. it really is about the skillset. It becomes a bonus for the company if HR finds o

My lawyer advised me not to reveal my handicap during any interview process. it really is about the skillset. It becomes a bonus for the company if HR finds out, but not necessarily for the line management. Problem is Google does not segregate such sensitive info (race, sex, handicap) between the hiring team and its HR. Google, however, elected not to use email and I am unwilling to reveal the real reason for me calling them directly … much less by email.

s1artibartfast 4y ago
I see, it seems like choosing to not reveal your handicap during the interview process is a major challenge to getting the accommodations you want during the hiring process. Also not sure how google HR could firewall obvious disability from the hiring team if they are at all involved in the interview.
- egberts1 4y ago
  if and when the design team of Google hiring are not made up of HR personnel, it could be construed as a violation of Federal labor law. It becomes a violation if the hiring (non-HR) team are privy to sensitive info of applicants. and if HR design team and hiring (non-HR) team are one and the same playing fast and loose with privilege info, many lawyers will be all over this. Of course, I am unwilling to find out because my priorities lies elsewhere but if and when I learn of the next Deaf applicant that got turned away because of lack of direct call support, then my priority of my legal team will change. Federal law says accommodation must be made … after the hire. No need to tip your hand earlier.
  - s1artibartfast 4y ago
    I think you are grossly misinformed. >when the design team of Google hiring are not made up of HR personnel, it could be construed as a violation of Federal labor law. There is nothing illegal about the design team participating in or even running the hiring process. >HR design team and hiring (non-HR) team are one and the same playing fast and loose with privilege info, many lawyers will be all over this. There is nothing illegal about this either. You have to show discrimination took place. Many companies separate some roles simply for additional legal protection. >Of course, I am unwilling to find out because my priorities lies elsewhere but if and when I learn of the next Deaf applicant that got turned away because of lack of direct call support, then my priority of my legal team will change. You weren't turned away. You refused to tell them you needed direct call accommodation, and then act like a victim when they didn't know. Do you expect them to read minds? Do you expect them to accommodate every possible request from applicants without need for explanation? If you go to court, google will show it's HR policies and process for accommodating applicants that notify HR of their needs. They will point to applicants that asked for accommodation, and all the times HR provided it. They will then point out the fact that you or the next similar applicant did not inform them, and explain to the court that they are not mind readers.
    - egberts1 4y ago
      That was on the advice of my lawyer. You, however, probably need to consult your legal team.
      - _nalply 4y ago
        This type of discussion is typical. If all goes well, no worries, Signed Language is so beautiful, how can I learn to sign? and so on. If there are problems, Deaf people are used to rough treatment. And if they complain they are told off not to be so sensitive, that what they say is not correct, or they get the silence treatment. It seems there is something like an impedance mismatch between Deafies and Hearies and sometimes the sparks fly furiously. C'est la vie.
        egberts1 4y ago
        C’eat la vie.
      - s1artibartfast 4y ago
        That is strategic advice, not advice on the law. If the intent of hiding your disability is to prevent possible discrimination during the process, you are defeating the intent staying quiet and guaranteeing the application fails. IMO they did nothing discriminatory.
    - egberts1 4y ago
      Sure. They’ve neglected to mention accommodation in their hiring website. That … was on the advice of my lawyer. Meanwhile, this: https://blog.google/outreach-initiatives/accessibility/google-disability-support-now-includes-american-sign-language/ https://blog.google/outreach-initiatives/accessibility/googl...

s1artibartfast 4y ago

I see, it seems like choosing to not reveal your handicap during the interview process is a major challenge to getting the accommodations you want during the hiring process. Also not sure how google HR could firewall obvious disability from the hiring team if they are at all involved in the interview.

egberts1 4y ago
if and when the design team of Google hiring are not made up of HR personnel, it could be construed as a violation of Federal labor law. It becomes a violation if the hiring (non-HR) team are privy to sensitive info of applicants. and if HR design team and hiring (non-HR) team are one and the same playing fast and loose with privilege info, many lawyers will be all over this. Of course, I am unwilling to find out because my priorities lies elsewhere but if and when I learn of the next Deaf applicant that got turned away because of lack of direct call support, then my priority of my legal team will change. Federal law says accommodation must be made … after the hire. No need to tip your hand earlier.
- s1artibartfast 4y ago
  I think you are grossly misinformed. >when the design team of Google hiring are not made up of HR personnel, it could be construed as a violation of Federal labor law. There is nothing illegal about the design team participating in or even running the hiring process. >HR design team and hiring (non-HR) team are one and the same playing fast and loose with privilege info, many lawyers will be all over this. There is nothing illegal about this either. You have to show discrimination took place. Many companies separate some roles simply for additional legal protection. >Of course, I am unwilling to find out because my priorities lies elsewhere but if and when I learn of the next Deaf applicant that got turned away because of lack of direct call support, then my priority of my legal team will change. You weren't turned away. You refused to tell them you needed direct call accommodation, and then act like a victim when they didn't know. Do you expect them to read minds? Do you expect them to accommodate every possible request from applicants without need for explanation? If you go to court, google will show it's HR policies and process for accommodating applicants that notify HR of their needs. They will point to applicants that asked for accommodation, and all the times HR provided it. They will then point out the fact that you or the next similar applicant did not inform them, and explain to the court that they are not mind readers.
  - egberts1 4y ago
    That was on the advice of my lawyer. You, however, probably need to consult your legal team.
    - _nalply 4y ago
      This type of discussion is typical. If all goes well, no worries, Signed Language is so beautiful, how can I learn to sign? and so on. If there are problems, Deaf people are used to rough treatment. And if they complain they are told off not to be so sensitive, that what they say is not correct, or they get the silence treatment. It seems there is something like an impedance mismatch between Deafies and Hearies and sometimes the sparks fly furiously. C'est la vie.
      - egberts1 4y ago
        C’eat la vie.
    - s1artibartfast 4y ago
      That is strategic advice, not advice on the law. If the intent of hiding your disability is to prevent possible discrimination during the process, you are defeating the intent staying quiet and guaranteeing the application fails. IMO they did nothing discriminatory.
  - egberts1 4y ago
    Sure. They’ve neglected to mention accommodation in their hiring website. That … was on the advice of my lawyer. Meanwhile, this: https://blog.google/outreach-initiatives/accessibility/google-disability-support-now-includes-american-sign-language/ https://blog.google/outreach-initiatives/accessibility/googl...