2 ms·

You can't be liable for a disability you don't know about, and I wouldn't assume he has one. At some point, probably around the time he was graduating from hig

You can't be liable for a disability you don't know about, and I wouldn't assume he has one. At some point, probably around the time he was graduating from high school or college, somebody helped him put together his first resumé, and since it was naturally thin, they probably encouraged him to put in everything that might catch an employer's eye. He's probably never read anyone else's resumé. I've seen this several times, and I've seen the opposite extreme, too. Somebody gets told early on "fit it on one page", and thinks that's how all resumés should be, forever. None of these people have any disabilities I'm conscious of, though in tech, a mild ASD would hardly be shocking. They've just been given advice that's either wrong or incomplete. Meanwhile, I know one guy very well who does have a disability, and whose resumés have frequently been complimented. You'd have no way of knowing from them that he's in possession of a document from a psychologist that says PDD-NOS on it, and unless you know exactly what you're looking for, you're not going to notice when you meet him, either.

7Figures2Commas 13y ago
> You can't be liable for a disability you don't know about, and I wouldn't assume he has one. When it comes to employment matters, you can be sued by just about anyone for just about anything. Opposing counsel can and will spin every fact that seems meaningless or innocuous. For example, the poster here indicates that he responded to the applicant through a personal email. This is not normal behavior, so you can bet a plaintiff's attorney would focus in on that and try to use it to suggest that the poster didn't response through his work email because he knew something wrong was being done. Talk to any defense-side employment attorney and they'll all tell you the same thing: flimsy, baseless lawsuits are filed against employers every single day. But responding to a flimsy, baseless lawsuit costs money, and many of these lawsuits are settled because it's more cost-effective and expedient to pay to make the case go away. Bottom line: taking action based on an unrealistic "you can't be liable..." attitude is extremely dangerous.

7Figures2Commas 13y ago

> You can't be liable for a disability you don't know about, and I wouldn't assume he has one. When it comes to employment matters, you can be sued by just about anyone for just about anything. Opposing counsel can and will spin every fact that seems meaningless or innocuous. For example, the poster here indicates that he responded to the applicant through a personal email. This is not normal behavior, so you can bet a plaintiff's attorney would focus in on that and try to use it to suggest that the poster didn't response through his work email because he knew something wrong was being done. Talk to any defense-side employment attorney and they'll all tell you the same thing: flimsy, baseless lawsuits are filed against employers every single day. But responding to a flimsy, baseless lawsuit costs money, and many of these lawsuits are settled because it's more cost-effective and expedient to pay to make the case go away. Bottom line: taking action based on an unrealistic "you can't be liable..." attitude is extremely dangerous.