An employer may take steps to support you during training after you disclose a disability. For example, your employer may adjust how training works or help you take part in a program. The problem starts when that supposed support leads to unfair treatment because of your disability.
Here are some signs to watch for.
Unequal access to training opportunities
Your manager should not leave you out of training because of your disability. This can include job training, skill-building courses or other programs that your coworkers can attend.
Federal law generally bars covered employers from treating qualified workers differently in job training because of a disability. If you qualify for the program, your manager should not exclude you based on assumptions about your condition.
Different treatment during training
An accommodation can change how your employer delivers training without keeping you from taking part. For example, your employer may change the format or schedule to meet your needs.
The problem is different when your manager says you cannot take part in certain activities because of your disability. They may also give you different exercises based on assumptions about your condition. This could limit the skills you gain compared with coworkers who complete the regular work.
Take the concern seriously
Training should not give you fewer chances to learn or develop skills because of your disability. Even an action that looks helpful on the surface can create an unfair result.
If you notice this type of treatment, an employment attorney can help you evaluate what happened. You can also review emails, training materials and other records with your lawyer so you can understand your options and decide what steps to take.