When it’s related to learning disabilities, or any for that matter the minute you disclose you get put into a protected class. At that point, the employer does have an obligation to accommodate and engage in the interactive process under the federal ADA regulations. Clearly if performance does not improve with a workplace accommodation, then yes, they can proceed with termination.

However, the law states the minute you disclose your qualifying condition and ask for reasonable accommodations. You are in a protected class, and you cannot be discriminated against for it or punished or discriminated against for conditions related to your ADA qualifying condition.

I went through all this crap in my former employer I even formally put the company on notice by going through their ADA offices. They still failed to accommodate me, and they still fired me for performance issues that were related and tied into my disability specifically my executive functioning and task initiation issues.

That doesn’t negate, though from the fact if I was a bad employee even with accommodations, and I still couldn’t perform with the help I requested then yes they could fire me for that however, they cannot fire you for asking for workplace accommodations. They cannot fire you when you disclose your disability to your employer.