One common topic of discussion that comes up whenever a group of bipolar disorder sufferers meet is disclosure of our conditions. My personal opinion is that in most scenarios it will hurt a person more than help. Last night at a DBSA meeting the topic came up again. I expressed my opinion, then someone else spoke up about a speaker they heard a few weeks ago. That person was an expert in labor law, and recommended not mentioning it at all in the interview process, but once hired make the disclosure at the earliest convenience. I’ve heard that before, and it’s something I really want to believe. If my employer knew, and understood, I’d feel a LOT more comfortable in my position. Imagine being able to express your frame of mind, and be met with understanding and compassion. So armed with a new batch of enthusiasm about the possibilities, I sat down with an HR person at work today. I asked her if I could lay out a confidential "what if" scenario, and I would appreciate her confidential input. She agreed, so I gingerly waded in.
(Me): "What if an employee were to disclose a medical condition that while rarely needing special accommodations, might from time to time need moderate accomodations. Would this person’s supervisor and department be notified of such a scenario?"
(HR): "Well, the first determination would be if the person is capable of doing the job they’re being asked to do. Then, what accommodations would need to be made for such a person."
(Me): "How about the person’s immediate supervisor, would they need to be notified?"
(HR): "Yes, they would need to know the situation, so that accommodations could be made."
(Me): "Let’s say, for example, that an employee was to disclose bipolar disorder. Normally there are no problems, but depending on seasonal and other factors, it may flare up once or twice a year."
(HR): "Yes, I can understand. The anxiety, and depression would make it difficult to work at times."
(Me): "Exactly. The need for accommodations would be minor and infrequent, but helpful when needed. Given this, do you still say that a person’s supervisor would need to be notified? You can certainly understand how a disclosure such as this could be damaging to a career."
(HR): "I understand completely these concerns, but there is no way around disclosure to the person’s manager. That is the only way to implement the needed accommodations."
(Me): "While we live in a fairly large city, the size of the community in this industry is really pretty small. If word were to leak into the community it could have a significant long-term career impact."
(HR): "I understand that concern. I can assure that disclosure would never come from the HR department. And I can further assure you that anyone caught breaching confidentiality would be subject to severe discliplinary action. But this being said, you can’t ignore the possibility of such information getting out."
(Me): "What if an employee were to disclose a medical condition that while rarely needing special accommodations, might from time to time need moderate accomodations. Would this person’s supervisor and department be notified of such a scenario?"
(HR): "Well, the first determination would be if the person is capable of doing the job they’re being asked to do. Then, what accommodations would need to be made for such a person."
(Me): "How about the person’s immediate supervisor, would they need to be notified?"
(HR): "Yes, they would need to know the situation, so that accommodations could be made."
(Me): "Let’s say, for example, that an employee was to disclose bipolar disorder. Normally there are no problems, but depending on seasonal and other factors, it may flare up once or twice a year."
(HR): "Yes, I can understand. The anxiety, and depression would make it difficult to work at times."
(Me): "Exactly. The need for accommodations would be minor and infrequent, but helpful when needed. Given this, do you still say that a person’s supervisor would need to be notified? You can certainly understand how a disclosure such as this could be damaging to a career."
(HR): "I understand completely these concerns, but there is no way around disclosure to the person’s manager. That is the only way to implement the needed accommodations."
(Me): "While we live in a fairly large city, the size of the community in this industry is really pretty small. If word were to leak into the community it could have a significant long-term career impact."
(HR): "I understand that concern. I can assure that disclosure would never come from the HR department. And I can further assure you that anyone caught breaching confidentiality would be subject to severe discliplinary action. But this being said, you can’t ignore the possibility of such information getting out."
..and to be honest, she was a childhood friend
that became principal in our local school where we both graduated from and both were employed at. 
..NO KIDDING>>>and to be honest, not to toot my own horn here, but the kids AND the teachers nominated me as Teacher of the Year...and I won! 
NOW what does that have to do with qualifying for a disability.
..anyway, she verbally made it clear that the problems i face as a Bipolar (although their doctor THEY chose would only say i had a Personality Disorder NOS) would not be conducive to a classroom....
although I don't have all the experience you do and I have failed in my ability to control this BP to the point of gainful employment is this....either contact the American Disability depts or DON"T TELL>>>>>not kidding.
..
....tread lightly and i hate to say it for how sad that we have to wear a mask
each day when we're already suffering enough.....but my advice and it may not be a good one...is this....beware and keep discrete....but that is from someone who went through discrimination and mistreatment of the system and is rather uhm paranoid now due to the ordeal....
but I still hang in there tehee.
,
KID you not!! 
I "came out" last fall to my direct supervisor about my having Bipolar and she was okay with it. Reason why is that she had mentioned a week earlier, in casual conversation, that her mom was Bipolar out the max and was having trouble taking her BP meds along with chemo.
The reason why the labor law attorney advises that you not disclose during the interview is because while an employer can not discriminate on the basis of blah blah blah - they can not offer you a job and give a reason of "we found someone whose qualifications fit our needs more readily" or "we chose to go with another candidate due to (his/her) credentials", etc..
Employers can not fire an employee with a stated documented disability and/or handicap due to the Americans with Disabilities Act. They also, once it is disclosed/documented, must provide reasonable accomodations so that the employee can perform his/her job. However, employers can get around this legal thing by stating that they are releasing you because you aren't able to perform your job satisfactorily, or they make it "hard" on you to the point you quit or mess up, or they release you based on your attendance (keep eye on tardies and such).
It is best if you disclose after you get the job but once you do - you have to be aware of potential consequences and yes - your supervisor/manager/director will be informed. The larger amount of people knowing your business - the larger amount of risk that someone will tell someone and so on and so on and so on....
I've had this happen to me twice - once for carpal tunnel and once for mental. I wasn't fired due to my disabilities/illness. I was fired because of tardies and job performance issues (though was awarded an outstanding employee throughout my work tenure in both places).
Tabby - that would be an ideal scenario, where you have a relationship with your immediate supervisor and you wouldn't have to worry about disclosure. And it worries me that if an employer wants to get rid of you, they can do it any number of different ways, no matter what a disability might be.
Thanks for sharing your story, and I'm envious of your relationship with your supervisor.
the supervisor who was good with the diagnosis is no longer my supervisor. i've had to obtain another job due to a "layoff" and a car wreck last spring. new employer - will not disclose to because i'm already having concerns with accomodations for my injuries due to my wreck and i have to get through yet another initial probationary period to see if they'll keep me on.
can't risk telling them about the BP at least not until I am sure I am perm. however employer is an "at will" employer meaning at anytime the employer can just let me go without any prior explanation.
Oh, and it would be really nice to be viewed as "sick" rather than incompetent. In the 2 jobs I did lose directly due but not given it as a reason - I was extremely competent to do the jobs. I just had periods where the actual performing, though didn't fail, just wasn't where I normally was at. That was the official reason given.