Only a poorly developed application would ask for self-identification of disabilities of potential employees, quite frankly, as it could create a bit of a nightmare for the firm. Of course, depending on the type of business, the risk of being sued by a group of rejected applicants who all checked yes to a disability may not be very high. That said, you do not have to have documentation of a disability to have a disability. The Equal Employment Opportunity Commission defines disability as: **A physical or mental condition that substantially limits a major life activity** (such as walking, talking, seeing, hearing, or learning, or operation of a major bodily function, such as brain, musculoskeletal, respiratory, circulatory, or endocrine function). Talking is covered and some, stutterers included, are just born this way. We do not have to seek treatment to prove we have something that limits a life function, only that, for practical purposes, that life function is limited because we have fluency challenges in being heard and understood. Also, most states base their own definition off the federal one. Finally, you are not required to ever disclose you have a disability and, on the flip side, if you act like you have one and it is accepted that you have one, you have one. So... all of that said, remember this... All of the above was with the Rose-Colored-Glasses view of the world. Just because there are laws does not mean any person or company will observe them as they should. There are bad managers and bad companies out there and probably more of them than good ones. Be careful what you offer of yourself because you may not know exactly what you are dealing with until its too late.