What I am afraid employers will say when I finish college

I don't have friends. I'm friendly and somewhat functional, but my friends from high school are all going to college somewhere else and I'm experiencing difficulty establishing social contacts in a non-residential community college.

I don't know if you can relate (I don't know you or your situation, so I'm not going to make any assumptions), but I hope that at least you can empathize.

I do have High Functioning Autism and I do understand what your saying, I was just replying to Wizeasser by making a meme based on satire. I also go to Community College btw.

Good luck, bro. If your situation is anything like mine, you'll need it.

But enough doom and gloom. Cheers!

Then don't mention it.

My personal recommendation:

Leave out any mention of autism on the job application, resume, and job interview. Once you get hired, request a disability accommodation from the HR department. Just something simple, like the provision for an extra 10-minute break if you get frustrated. They will probably approve this, and you'll be protected under the Americans with Disabilities Act.

That's what I did. My boss absolutely hates me now, but there's nothing she can do about it without me taking her to court.

Be careful. If someone is in an "at will" state, you can be fired for any-or-no reason at all at any given moment with no fear of repercussions.

It's pretty easy to take somebody to court for violation of the ADA. Provided that the requested accommodations don't cause undue hardship to the business (the provision for an extra 10-minute break does not qualify), Joseph_Hotto will probably win.

The Americans with Disabilities Act requires that disabled persons be free from discrimination in hiring, discipline, pay, and promotion. At-will employment legislation does not overrule Federal law. There is no burden of proof required in a civil court; credible evidence is all that is required.

I'm not going to get into the whole civil versus federal cases because the requirements can vary by state and judge.

In an at-will state, they can get around requirements by showing a single example of failure. Did you wear a sleeveless blouse? How about that report that was a day late? It doesn't really matter though because most workplaces make you sign a contract acknowledging you acceptance of at-will employment.

There is also the problem of misrepresentation on a resume. If you are unable to complete a job as given, that gives another excuse.

Quick math shows that an extra 10-minute break every day for a year equals out to 43.3 hours of work lost.

This would be a very easy case to win.

My advice would be to leave it off of the resume. Instead, if it is true, add in any activities that has been performed for autism in the community (member of non-profit, took part in 5k, speaker at an event, etc.), inform HR after hiring and do the best to not allow it to define them as an employee. I know that last bit sounds harsh, but let me explain.

If a resume comes across my desk and it points out that the candidate is a member of the local Pride chapter, I'm thrilled. It means that they are active in their community and shows an ethic I wish to encourage throughout my company. If a resume states that they are gay, well, that is a different matter. That shows me that they are using it as a qualifier and I can expect them to use that qualifier to their advantage as often as possible.

The difference defines how an employee is going to affect the entire culture of a company, which affects clients, which affects income. Are they going to be one that pushes for helping the community or are they going to use something about themselves as a qualifier for their actions? Be the great employee that has autism and not the great autistic employee.