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Restaurateurs are an outgoing bunch. Customers and staff will help too.

Food is all about customs, so ask whatever you like.

Take her aside and instant on her too. Why not?

I’m so excited to discuss immigrant offerors for the first time anywhere. They’re such terrific people—truly Ameri-cans. Tap into their abilities and let them tap into yours.

Don’t be surprised if you get an instant invitation with your instant offer. To a welcoming celebration you’ll never forget!

Do 81: Disabling a Disability Instantly

In doing the research for Successful Job Strategies for the Disabled, I started appreciating the wondrous way disabled jobseekers compensate.

Strap yourself in, up, or whatever. I’m now going to show you how to go, go, GO to incessant interviews—laughing all the way.

Don’t Disclose Your Disability Before the Interview

Whether to disclose a disability is always the first issue. The thinking goes, “I’ll have to disclose it eventually, so why not just get it out of the way now?”

Don’t do it. Not in your resume, a cover letter, a reference letter, or any other pre-interview correspondence.

If you’re out and around on I.I.’s and use a cane, walker, wheelchair, or other obvious assist, just ignore that you aren’t walking in like the others.

This is absolutely essential to your interviewing prowess. You won’t interview as well acting or thinking disablement.

Do you need me to tell you that you have attributes I’ll never have? If you’re blind, can’t you hear, smell, feel, touch, and taste better? Don’t you really see better?

If you’re in a chair, don’t you maneuver it as though it was an extension of your body? Isn’t a walker just something to move you faster? A cane to either keep your balance or help you see?

The offeror can’t consider this, so you’re just helping her comply.

So let’s be real clear on this business of disclosure prior to the interview.

Don’t.

Disclosure During the Interview

The shock value of you tapping or wheeling into an interview is really quite comical. Receptionists scurry back with the news, assistants call the employer lawyers, offerors stammer.

But this initial shock wears off quickly when you take it good-naturedly. You’re a genie (Do 1), you’ve appeared in a puff of smoke, and you’re gone in 15 minutes. So, smile, and make eye contact (yes, even if you can’t see). Sooner or later, you’ll get to the rest of the Magic Four Hello—the handshake and greeting to the offeror.

Disclosure on an Employment Application

The app usually asks something like, “Do you have any physical or mental limitations that would interfere with working for us?” Always answer “No” (Do 89).

Of course, you’ll answer it if your disability is serious. But it’s not. So pay attention to me now. Don’t!

Not for you, not for them. That so-called disability doesn’t exist unless doing the job would be impossible even with a reasonable accommodation .

Defining Reasonable Accommodation

In Complying with ADA, I went through the Americans with Disabilities Act chapter and verse. It requires employers to make that reasonable accommodation for disabled employees.

Like most laws, the ADA is subject to interpretation. The words reasonable and accommodation are patently ambiguous.

There’s not a single EEOC or state administrative ruling, judicial decision, legal treatise, career book, Internet site, or other place you’ll find a definition of reasonable accommodation you can use.

Here’s why: What’s reasonable in law depends on the circumstances. They vary with each case. Let’s use lifting weight as an example, since even jobgenies have a weightlifting restriction.

The offeror wants to hire you as a computer systems analyst. This requires lifting containers of data storage records that are too heavy for you. The records can’t be stored in lighter containers. However, a long table with a conveyor belt can be purchased for less than two weeks of