<p>One further thing that I learned yesterday. The ADAA Act of 2008, which came into effect as of 1/1/2009, is not yet being enforced because the Department of Justice has not yet issued irmplementing guidelines. These are likely early next year. So those who wish to delay, such as the ACT, are doing so. So we wait, which affects kids with ADD/ADHD and intermittent disabilities among others.</p>
<p>Technically, the delay also affects those who have meds or devices that are considered “mitigating” , but aren’t, such as insulin or anticonvulsants. Eyeglasses and contacts are still considered mitigating, however.</p>
<p>I emphasized with our daughter that she should focus on choosing a school for other reasons, first, meaning the best academic program for her, her preferred location, social vibe, and so on. We did check to make sure there was a disability office wherever she applied (and a hospital nearby), and read whatever info was on the site. But I felt that she should make the decision just as anyone without a disability would.</p>
<p>Ironically, and many others have mentioned this experience, after all the advocacy we have done over two summers, she still refuses accommodations. Her health problems are flaring in the midst of papers and exams, but she is not going to ask for extensions unless she is in the hospital or something, and even then, I think she would still refuse.</p>
<p>So, for some of us, with kids who are determined to be “like everyone else,” the ADA is relevant only as an extreme backup.</p>
<p>Our daughter’s situation is quite different from a learning disability that is there all the time and that permeates all efforts, because her problems are mainly chronic but “episodic.”</p>
<p>I do feel that it is a little like the situation at places of employment with family leave. The more people who take family leave, the more “normal” it becomes and the more comfortable for everyone. But if only a few take it, it becomes a subject for guilt and resentment from others.</p>
<p>Unfortunately, “the more “normal” it becomes and the more comfortable for everyone.” can lead to abuses. I’m not sure I agree if only a few take it, it is a subject for guilt. But I sure do see the other side of the coin: if many take it, so many it seems normal, then THAT leads to suspicions and doubts.</p>
<p>Family leave is an issue I experienced at the workplace. An amazing 25% of the production staff qualified for medical leave, mostly their own illnesses. 25%! Frankly, I don’t believe all were as bad off as they claimed. 1 out of 4 too ill to work has got to be an extremely didproportionate # in a workplace. Sadly, when a few bad apples(and yes a couple did get fired for falsifying their claim) get caught abusing the system it sheds a bad light on all that use the system. FMLA has tightened its guidelines recently and hopefully those changes may reduce the fraud claims.</p>