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Do I have a failure to accommodate/ hostile work environment case based on my job’s handling of my ADA accommodations? Location: Pennsylvania I will start this by saying that I’ve already reached out to a lawyer in my area who works on contingency and does free consultations. I am so sorry, I have a feeling this is going to be a little long. I, 23F, work at an agency whose job is to accommodate children with disabilities and provide services to those children in various ways through various programs. For my position, I drive from student to student providing educational services. The shop has been extremely taxing on me and has honestly been a very difficult two years, but this year specifically has been the worst year of my life I originally went to the doctor for chronic fatigue and brain fog thinking that I legitimately had an autoimmune disorder. Long story short I was diagnosed with ADHD and autism and requested workplace accommodations to try and help alleviate my symptoms that I experienced at home based on the energy expenditure throughout the workday. My original accommodations requested in the letter drafted by my doctor were: \- scheduled travel buffers \- short regulation breaks \- adjusted caseload \- clear and concise communication supports \- provision of limited administrative support or structured documentation time \- remote documentation time \- use of sensory regulation supports \- situational leave/ days off After submitting this list to HR, I received an invitation at 6:30 PM on a Sunday night for an 8:00 AM meeting on Monday morning and was told that I was welcome to have a union representative with me. Of course I wanted representation with me, but that left just over 12 hours during non-working time to find a union representative to support me. I was somehow able to do this and met with the representative beforehand. She informed me that the HR lady was particularly not easy to work with. Right off the bat, the HR lady cam