In what ways do laws like the Americans with Disabilities Act affect human services organizations?

Americans w/Disabilities Act form; Any Laws broken if new employee did not reveal his upon hire?

• A new employee did not claim any known Disabilities upon hire; he did not think he would need any "accomodations". In Orientation,it was apparent that he had problems w/comprehension, prioritizing, organizing. Plus, colorful, immature types of behaviors that "stood out" in a subdued corporate environment. A wk After his 90 day below average evaluation; he was counseled, written up & put "on warning". He worked persistently to improve his skills & modify behaviors. He was taken off "warning status" at 7-8 mos. At this time, he told his Supervisor that he had started meds/treatment for ADHD & Depression/Stress Disorders & also had a history of severe PTSD from many childhood abuses; & is over 10 yrs.sober from prior alcohol abuse. His Super has become frustrated w/his inabilites to "get it" as quickly others & talks to him in caustic/empirical tones; Which now trigger Panic Attacks from anxiety of "not doing good enough". Per the ADA, is he allowed to ask for accommodations a yr. later?

• Answer:

  He does not need to if he does not think his disability will be a factor in the job. However if later he finds out it is a problem he should tell them. They can not fire you for not knowing it is a problem. They do not have a right to your health records nor do you have to tell then=m unless it will keep you from doing the job. Your excuse would be you did not understand the requirements or definition of job duties when you applied