Employee Accommodation & Compliance Management SaaS
The scenario describes an HR colleague navigating a candidate accommodation, highlighting the complexities and compliance requirements involved. Managing employee and candidate accommodations (e.g., ADA compliance, medical leave, religious accommodations) is a significant administrative and legal challenge for HR departments of all sizes. A SaaS opportunity exists for a specialized platform to streamline this process. It could offer standardized workflows for documenting requests, evaluating needs, tracking progress, and ensuring compliance with relevant regulations. Features would include secure communication channels, legal guidance resources, case management tools, and reporting for audits. This enterprise SaaS would be invaluable for HR teams, reducing legal risks and administrative burden, generating substantial recurring revenue through annual subscriptions.
Origin Reddit Post
r/humanresources
Conditional Offer Phase Accommodation [WY]
Posted by u/Gemstone_03•08/06/2025
I was made aware by an HR colleague that a candidate we have who is in the conditional offer phase may need an accommodation. They said the candidate missed their drug screen and when they re
Top Comments
u/Gemstone_03
I just feel very uncomfortable about the whole situation.
u/baseballlover4ever
I see. I mean, I agree with everyone else. Trust your gut, this is weird.
u/Gemstone_03
That’s my thought process too. I don’t know why my colleague was asked by our supervisor to start the accommodation process.
u/Gemstone_03
I just feel very uncomfortable about the whole situation.
u/Gemstone_03
Your thought process was the same as mine. I’m going to gather more information tomorrow but I find it strange to ask someone for medical documentation if they haven’t requested an accommodat
u/FudgeSignificant1879
Don’t do it! No idea why you would request an accommodation to someone that is not hired yet. They are not an employee and whoever above said a missed drug test is a failed drug test is 100
u/209_Dad
Don't overthink this - a "missed" drug screen is a failed drug screen 100% of the time.
And... your company hates it when HR makes an unnecessary industry of accommodations
u/209_Dad
Don't overthink this - a "missed" drug screen is a failed drug screen 100% of the time.
And... your company hates it when HR makes an unnecessary industry of accommodations
u/MajorPhaser
You shouldn't do anything at all unless the employee indicates they have a medical issue. Making an assumption about a disability is, itself, possibly discriminatory. If the only basis you
u/Cantmakethisup99
What was the reason they missed the drug test?
u/Gemstone_03
I’m not aware of the candidate sharing they have a medical condition. When it was brought up to me I felt the same way you did. If the employee didn’t request one or share they had a medical
u/Gemstone_03
No I have had no interaction with the candidate. I got pulled in after my colleague was told to ask the candidate for medical documentation to review the email to the employee requesting the
u/MajorPhaser
You shouldn't do anything at all unless the employee indicates they have a medical issue. Making an assumption about a disability is, itself, possibly discriminatory. If the only basis you
u/Cantmakethisup99
That doesn’t mean they need an accommodation.
u/Gemstone_03
I think it was just they forgot and didn’t check their email. I need to gather more information tomorrow.
u/baseballlover4ever
Who made the initial communication about the drug screen details? You?
u/Cantmakethisup99
What was the reason they missed the drug test?
u/Gemstone_03
I’m not aware of the candidate sharing they have a medical condition. When it was brought up to me I felt the same way you did. If the employee didn’t request one or share they had a medical
u/Icantevenicantodd85
So, because they acted confused, they didn’t take a drug test? Seems to me more like weaponized incompetence. The policy was put into place for a reason, and a missed pre-employment drug scre
u/Gemstone_03
The onboarding specialist did but they are the same instructions all employees get and have no issue understanding. The HRBP is the one who followed up when the candidate missed the screening
u/poopisme
Id go back to the HR colleague and ask for documentation from where they asked for the accomodation before you reach out then see how they respond. If they provide it, great proceed. If they
u/baseballlover4ever
Who made the initial communication about the drug screen details? You?
u/Gemstone_03
Your thought process was the same as mine. I’m going to gather more information tomorrow but I find it strange to ask someone for medical documentation if they haven’t requested an accommodat
u/BotanicalGarden56
So HR could discern all of this by means of a telephone call but you didn’t pick up on any of it during the interview process?
u/209_Dad
Don't overthink this - a "missed" drug screen is a failed drug screen 100% of the time.
And... your company hates it when HR makes an unnecessary industry of accommodations
u/BotanicalGarden56
So HR could discern all of this by means of a telephone call but you didn’t pick up on any of it during the interview process?
u/Gemstone_03
No I have had no interaction with the candidate. I got pulled in after my colleague was told to ask the candidate for medical documentation to review the email to the employee requesting the
u/Gemstone_03
The onboarding specialist did but they are the same instructions all employees get and have no issue understanding. The HRBP is the one who followed up when the candidate missed the screening
u/TheResponsibleOne
Every single time I have ever given someone an extension on a drug test, I had to fire them for something later. Often it seemed likely they were on drugs. If they didn’t ask for an accommoda
u/209_Dad
Don't overthink this - a "missed" drug screen is a failed drug screen 100% of the time.
And... your company hates it when HR makes an unnecessary industry of accommodations
u/MajorPhaser
You shouldn't do anything at all unless the employee indicates they have a medical issue. Making an assumption about a disability is, itself, possibly discriminatory. If the only basis you
u/baseballlover4ever
How did they tell all of this from a missed drug screen? Seems like they are preemptively judging the candidate based on one situation. In my experience you don’t start the accommodation proc
u/FudgeSignificant1879
Don’t do it! No idea why you would request an accommodation to someone that is not hired yet. They are not an employee and whoever above said a missed drug test is a failed drug test is 100
u/FudgeSignificant1879
Don’t do it! No idea why you would request an accommodation to someone that is not hired yet. They are not an employee and whoever above said a missed drug test is a failed drug test is 100
u/Gemstone_03
You hit the nail on the head. I would have thought this would have been noticed during the interview process too.
u/Gemstone_03
I’m not aware of the candidate sharing they have a medical condition. When it was brought up to me I felt the same way you did. If the employee didn’t request one or share they had a medical
u/StopSignsAreRed
Wait…who said that an accommodation is needed? Did the candidate even say they had a medical condition?
In any case, candidate missed the drug screen…reschedule in 24 hours, cut candidate lo
u/poopisme
Id go back to the HR colleague and ask for documentation from where they asked for the accomodation before you reach out then see how they respond. If they provide it, great proceed. If they
u/Gemstone_03
I just feel very uncomfortable about the whole situation.
u/baseballlover4ever
I see. I mean, I agree with everyone else. Trust your gut, this is weird.
u/Gemstone_03
Your thought process was the same as mine. I’m going to gather more information tomorrow but I find it strange to ask someone for medical documentation if they haven’t requested an accommodat
u/Gemstone_03
Your thought process was the same as mine. I’m going to gather more information tomorrow but I find it strange to ask someone for medical documentation if they haven’t requested an accommodat
u/209_Dad
Don't overthink this - a "missed" drug screen is a failed drug screen 100% of the time.
And... your company hates it when HR makes an unnecessary industry of accommodations
u/baseballlover4ever
Who made the initial communication about the drug screen details? You?
u/FudgeSignificant1879
Don’t do it! No idea why you would request an accommodation to someone that is not hired yet. They are not an employee and whoever above said a missed drug test is a failed drug test is 100
u/Gemstone_03
You hit the nail on the head. I would have thought this would have been noticed during the interview process too.
u/baseballlover4ever
I see. I mean, I agree with everyone else. Trust your gut, this is weird.
u/Cantmakethisup99
What was the reason they missed the drug test?
u/Gemstone_03
The onboarding specialist did but they are the same instructions all employees get and have no issue understanding. The HRBP is the one who followed up when the candidate missed the screening
u/Cantmakethisup99
What was the reason they missed the drug test?
u/baseballlover4ever
So your colleague is the one who gave the initial instructions? The ones the candidate was incapable of understanding?
u/Gemstone_03
That’s my thought process too. I don’t know why my colleague was asked by our supervisor to start the accommodation process.
u/VirginiaUSA1964
Oh dear. If you treat someone as if they have a disability they are covered by ADA whether they have one or not. That is ADA 101.
u/poopisme
Id go back to the HR colleague and ask for documentation from where they asked for the accomodation before you reach out then see how they respond. If they provide it, great proceed. If they
u/Gemstone_03
I think it was just they forgot and didn’t check their email. I need to gather more information tomorrow.
u/baseballlover4ever
How did they tell all of this from a missed drug screen? Seems like they are preemptively judging the candidate based on one situation. In my experience you don’t start the accommodation proc
u/BotanicalGarden56
So HR could discern all of this by means of a telephone call but you didn’t pick up on any of it during the interview process?
u/Gemstone_03
That’s my thought process too. I don’t know why my colleague was asked by our supervisor to start the accommodation process.
u/baseballlover4ever
How did they tell all of this from a missed drug screen? Seems like they are preemptively judging the candidate based on one situation. In my experience you don’t start the accommodation proc
u/Gemstone_03
No I have had no interaction with the candidate. I got pulled in after my colleague was told to ask the candidate for medical documentation to review the email to the employee requesting the
u/poopisme
Id go back to the HR colleague and ask for documentation from where they asked for the accomodation before you reach out then see how they respond. If they provide it, great proceed. If they
u/Ice-Ice-Icecream
Sounds like assumptions and no clear request from the candidate. Please express your concerns as they can create a negative candidate experience if it goes down the wrong path.
u/Gemstone_03
Your thought process was the same as mine. I’m going to gather more information tomorrow but I find it strange to ask someone for medical documentation if they haven’t requested an accommodat
u/Cantmakethisup99
That doesn’t mean they need an accommodation.
u/MajorPhaser
You shouldn't do anything at all unless the employee indicates they have a medical issue. Making an assumption about a disability is, itself, possibly discriminatory. If the only basis you
u/baseballlover4ever
So your colleague is the one who gave the initial instructions? The ones the candidate was incapable of understanding?
u/TheResponsibleOne
Every single time I have ever given someone an extension on a drug test, I had to fire them for something later. Often it seemed likely they were on drugs. If they didn’t ask for an accommoda
u/Gemstone_03
The onboarding specialist did but they are the same instructions all employees get and have no issue understanding. The HRBP is the one who followed up when the candidate missed the screening
u/VirginiaUSA1964
Oh dear. If you treat someone as if they have a disability they are covered by ADA whether they have one or not. That is ADA 101.
u/Gemstone_03
I’m not aware of the candidate sharing they have a medical condition. When it was brought up to me I felt the same way you did. If the employee didn’t request one or share they had a medical
u/MajorPhaser
You shouldn't do anything at all unless the employee indicates they have a medical issue. Making an assumption about a disability is, itself, possibly discriminatory. If the only basis you
u/Ice-Ice-Icecream
Sounds like assumptions and no clear request from the candidate. Please express your concerns as they can create a negative candidate experience if it goes down the wrong path.
u/Gemstone_03
That’s my thought process too. I don’t know why my colleague was asked by our supervisor to start the accommodation process.
u/Gemstone_03
That’s my thought process too. I don’t know why my colleague was asked by our supervisor to start the accommodation process.
u/Gemstone_03
Your thought process was the same as mine. I’m going to gather more information tomorrow but I find it strange to ask someone for medical documentation if they haven’t requested an accommodat
u/209_Dad
Don't overthink this - a "missed" drug screen is a failed drug screen 100% of the time.
And... your company hates it when HR makes an unnecessary industry of accommodations
u/Cantmakethisup99
That doesn’t mean they need an accommodation.
u/Ice-Ice-Icecream
Sounds like assumptions and no clear request from the candidate. Please express your concerns as they can create a negative candidate experience if it goes down the wrong path.
u/Gemstone_03
The onboarding specialist did but they are the same instructions all employees get and have no issue understanding. The HRBP is the one who followed up when the candidate missed the screening
u/VirginiaUSA1964
Oh dear. If you treat someone as if they have a disability they are covered by ADA whether they have one or not. That is ADA 101.
u/Gemstone_03
You hit the nail on the head. I would have thought this would have been noticed during the interview process too.
u/Gemstone_03
No I have had no interaction with the candidate. I got pulled in after my colleague was told to ask the candidate for medical documentation to review the email to the employee requesting the
u/Gemstone_03
You hit the nail on the head. I would have thought this would have been noticed during the interview process too.
u/StopSignsAreRed
Wait…who said that an accommodation is needed? Did the candidate even say they had a medical condition?
In any case, candidate missed the drug screen…reschedule in 24 hours, cut candidate lo
u/Gemstone_03
The onboarding specialist did but they are the same instructions all employees get and have no issue understanding. The HRBP is the one who followed up when the candidate missed the screening
u/Gemstone_03
I’m not aware of the candidate sharing they have a medical condition. When it was brought up to me I felt the same way you did. If the employee didn’t request one or share they had a medical
u/BotanicalGarden56
So HR could discern all of this by means of a telephone call but you didn’t pick up on any of it during the interview process?
u/Cantmakethisup99
That doesn’t mean they need an accommodation.
u/StopSignsAreRed
Wait…who said that an accommodation is needed? Did the candidate even say they had a medical condition?
In any case, candidate missed the drug screen…reschedule in 24 hours, cut candidate lo
u/baseballlover4ever
Who made the initial communication about the drug screen details? You?
u/Gemstone_03
That’s my thought process too. I don’t know why my colleague was asked by our supervisor to start the accommodation process.
u/baseballlover4ever
So your colleague is the one who gave the initial instructions? The ones the candidate was incapable of understanding?
u/krittengirl
Or on drugs (which would also explain why they “missed” the drug test).
u/Cantmakethisup99
That doesn’t mean they need an accommodation.
u/StopSignsAreRed
Wait…who said that an accommodation is needed? Did the candidate even say they had a medical condition?
In any case, candidate missed the drug screen…reschedule in 24 hours, cut candidate lo
u/baseballlover4ever
How did they tell all of this from a missed drug screen? Seems like they are preemptively judging the candidate based on one situation. In my experience you don’t start the accommodation proc
u/Gemstone_03
I think it was just they forgot and didn’t check their email. I need to gather more information tomorrow.
u/Cantmakethisup99
What was the reason they missed the drug test?
u/Gemstone_03
I’m not aware of the candidate sharing they have a medical condition. When it was brought up to me I felt the same way you did. If the employee didn’t request one or share they had a medical
u/Cantmakethisup99
That doesn’t mean they need an accommodation.
u/BotanicalGarden56
So HR could discern all of this by means of a telephone call but you didn’t pick up on any of it during the interview process?
u/baseballlover4ever
I see. I mean, I agree with everyone else. Trust your gut, this is weird.
u/209_Dad
Don't overthink this - a "missed" drug screen is a failed drug screen 100% of the time.
And... your company hates it when HR makes an unnecessary industry of accommodations
u/Gemstone_03
Your thought process was the same as mine. I’m going to gather more information tomorrow but I find it strange to ask someone for medical documentation if they haven’t requested an accommodat
u/baseballlover4ever
How did they tell all of this from a missed drug screen? Seems like they are preemptively judging the candidate based on one situation. In my experience you don’t start the accommodation proc
u/baseballlover4ever
I see. I mean, I agree with everyone else. Trust your gut, this is weird.
u/poopisme
Id go back to the HR colleague and ask for documentation from where they asked for the accomodation before you reach out then see how they respond. If they provide it, great proceed. If they
u/Gemstone_03
I think it was just they forgot and didn’t check their email. I need to gather more information tomorrow.
u/StopSignsAreRed
Wait…who said that an accommodation is needed? Did the candidate even say they had a medical condition?
In any case, candidate missed the drug screen…reschedule in 24 hours, cut candidate lo
u/Ice-Ice-Icecream
Sounds like assumptions and no clear request from the candidate. Please express your concerns as they can create a negative candidate experience if it goes down the wrong path.
u/baseballlover4ever
So your colleague is the one who gave the initial instructions? The ones the candidate was incapable of understanding?
u/Gemstone_03
I think it was just they forgot and didn’t check their email. I need to gather more information tomorrow.
u/FudgeSignificant1879
Don’t do it! No idea why you would request an accommodation to someone that is not hired yet. They are not an employee and whoever above said a missed drug test is a failed drug test is 100
u/baseballlover4ever
How did they tell all of this from a missed drug screen? Seems like they are preemptively judging the candidate based on one situation. In my experience you don’t start the accommodation proc
u/Ice-Ice-Icecream
Sounds like assumptions and no clear request from the candidate. Please express your concerns as they can create a negative candidate experience if it goes down the wrong path.
u/BotanicalGarden56
So HR could discern all of this by means of a telephone call but you didn’t pick up on any of it during the interview process?
u/StopSignsAreRed
Wait…who said that an accommodation is needed? Did the candidate even say they had a medical condition?
In any case, candidate missed the drug screen…reschedule in 24 hours, cut candidate lo
u/krittengirl
Or on drugs (which would also explain why they “missed” the drug test).
u/BotanicalGarden56
So HR could discern all of this by means of a telephone call but you didn’t pick up on any of it during the interview process?
u/baseballlover4ever
So your colleague is the one who gave the initial instructions? The ones the candidate was incapable of understanding?
u/Gemstone_03
That’s my thought process too. I don’t know why my colleague was asked by our supervisor to start the accommodation process.
u/Gemstone_03
The onboarding specialist did but they are the same instructions all employees get and have no issue understanding. The HRBP is the one who followed up when the candidate missed the screening
u/Gemstone_03
No I have had no interaction with the candidate. I got pulled in after my colleague was told to ask the candidate for medical documentation to review the email to the employee requesting the
u/baseballlover4ever
So your colleague is the one who gave the initial instructions? The ones the candidate was incapable of understanding?
u/Gemstone_03
Your thought process was the same as mine. I’m going to gather more information tomorrow but I find it strange to ask someone for medical documentation if they haven’t requested an accommodat
u/Gemstone_03
I just feel very uncomfortable about the whole situation.
u/MajorPhaser
You shouldn't do anything at all unless the employee indicates they have a medical issue. Making an assumption about a disability is, itself, possibly discriminatory. If the only basis you
u/baseballlover4ever
Who made the initial communication about the drug screen details? You?
u/krittengirl
Or on drugs (which would also explain why they “missed” the drug test).
u/baseballlover4ever
Who made the initial communication about the drug screen details? You?
u/TheResponsibleOne
Every single time I have ever given someone an extension on a drug test, I had to fire them for something later. Often it seemed likely they were on drugs. If they didn’t ask for an accommoda
u/Gemstone_03
I’m not aware of the candidate sharing they have a medical condition. When it was brought up to me I felt the same way you did. If the employee didn’t request one or share they had a medical
u/Cantmakethisup99
What was the reason they missed the drug test?
u/StopSignsAreRed
Wait…who said that an accommodation is needed? Did the candidate even say they had a medical condition?
In any case, candidate missed the drug screen…reschedule in 24 hours, cut candidate lo
u/baseballlover4ever
So your colleague is the one who gave the initial instructions? The ones the candidate was incapable of understanding?
u/VirginiaUSA1964
Oh dear. If you treat someone as if they have a disability they are covered by ADA whether they have one or not. That is ADA 101.
u/Cantmakethisup99
That doesn’t mean they need an accommodation.
u/FudgeSignificant1879
Don’t do it! No idea why you would request an accommodation to someone that is not hired yet. They are not an employee and whoever above said a missed drug test is a failed drug test is 100
u/Gemstone_03
You hit the nail on the head. I would have thought this would have been noticed during the interview process too.
u/TheResponsibleOne
Every single time I have ever given someone an extension on a drug test, I had to fire them for something later. Often it seemed likely they were on drugs. If they didn’t ask for an accommoda
u/MajorPhaser
You shouldn't do anything at all unless the employee indicates they have a medical issue. Making an assumption about a disability is, itself, possibly discriminatory. If the only basis you
u/BotanicalGarden56
So HR could discern all of this by means of a telephone call but you didn’t pick up on any of it during the interview process?
u/baseballlover4ever
I see. I mean, I agree with everyone else. Trust your gut, this is weird.
u/baseballlover4ever
Who made the initial communication about the drug screen details? You?
u/Icantevenicantodd85
So, because they acted confused, they didn’t take a drug test? Seems to me more like weaponized incompetence. The policy was put into place for a reason, and a missed pre-employment drug scre
u/StopSignsAreRed
Wait…who said that an accommodation is needed? Did the candidate even say they had a medical condition?
In any case, candidate missed the drug screen…reschedule in 24 hours, cut candidate lo
u/Cantmakethisup99
What was the reason they missed the drug test?
u/FudgeSignificant1879
Don’t do it! No idea why you would request an accommodation to someone that is not hired yet. They are not an employee and whoever above said a missed drug test is a failed drug test is 100
u/Icantevenicantodd85
So, because they acted confused, they didn’t take a drug test? Seems to me more like weaponized incompetence. The policy was put into place for a reason, and a missed pre-employment drug scre
u/Gemstone_03
I think it was just they forgot and didn’t check their email. I need to gather more information tomorrow.
u/krittengirl
Or on drugs (which would also explain why they “missed” the drug test).
u/Gemstone_03
I’m not aware of the candidate sharing they have a medical condition. When it was brought up to me I felt the same way you did. If the employee didn’t request one or share they had a medical
u/Cantmakethisup99
What was the reason they missed the drug test?
u/krittengirl
Or on drugs (which would also explain why they “missed” the drug test).
u/Icantevenicantodd85
So, because they acted confused, they didn’t take a drug test? Seems to me more like weaponized incompetence. The policy was put into place for a reason, and a missed pre-employment drug scre
u/VirginiaUSA1964
Oh dear. If you treat someone as if they have a disability they are covered by ADA whether they have one or not. That is ADA 101.
u/Gemstone_03
No I have had no interaction with the candidate. I got pulled in after my colleague was told to ask the candidate for medical documentation to review the email to the employee requesting the
u/Gemstone_03
I think it was just they forgot and didn’t check their email. I need to gather more information tomorrow.
u/Icantevenicantodd85
So, because they acted confused, they didn’t take a drug test? Seems to me more like weaponized incompetence. The policy was put into place for a reason, and a missed pre-employment drug scre
u/Gemstone_03
I just feel very uncomfortable about the whole situation.
u/Gemstone_03
You hit the nail on the head. I would have thought this would have been noticed during the interview process too.
u/VirginiaUSA1964
Oh dear. If you treat someone as if they have a disability they are covered by ADA whether they have one or not. That is ADA 101.
u/Gemstone_03
You hit the nail on the head. I would have thought this would have been noticed during the interview process too.
u/Icantevenicantodd85
So, because they acted confused, they didn’t take a drug test? Seems to me more like weaponized incompetence. The policy was put into place for a reason, and a missed pre-employment drug scre
u/baseballlover4ever
So your colleague is the one who gave the initial instructions? The ones the candidate was incapable of understanding?
u/TheResponsibleOne
Every single time I have ever given someone an extension on a drug test, I had to fire them for something later. Often it seemed likely they were on drugs. If they didn’t ask for an accommoda
u/VirginiaUSA1964
Oh dear. If you treat someone as if they have a disability they are covered by ADA whether they have one or not. That is ADA 101.
u/Cantmakethisup99
That doesn’t mean they need an accommodation.
u/Gemstone_03
No I have had no interaction with the candidate. I got pulled in after my colleague was told to ask the candidate for medical documentation to review the email to the employee requesting the
u/baseballlover4ever
How did they tell all of this from a missed drug screen? Seems like they are preemptively judging the candidate based on one situation. In my experience you don’t start the accommodation proc
u/Gemstone_03
The onboarding specialist did but they are the same instructions all employees get and have no issue understanding. The HRBP is the one who followed up when the candidate missed the screening
u/Gemstone_03
That’s my thought process too. I don’t know why my colleague was asked by our supervisor to start the accommodation process.
u/Gemstone_03
You hit the nail on the head. I would have thought this would have been noticed during the interview process too.
u/Gemstone_03
No I have had no interaction with the candidate. I got pulled in after my colleague was told to ask the candidate for medical documentation to review the email to the employee requesting the
u/Gemstone_03
I just feel very uncomfortable about the whole situation.
u/Gemstone_03
I think it was just they forgot and didn’t check their email. I need to gather more information tomorrow.
u/Gemstone_03
I just feel very uncomfortable about the whole situation.
u/VirginiaUSA1964
Oh dear. If you treat someone as if they have a disability they are covered by ADA whether they have one or not. That is ADA 101.
u/baseballlover4ever
Who made the initial communication about the drug screen details? You?
u/Gemstone_03
I just feel very uncomfortable about the whole situation.
u/baseballlover4ever
I see. I mean, I agree with everyone else. Trust your gut, this is weird.
u/baseballlover4ever
How did they tell all of this from a missed drug screen? Seems like they are preemptively judging the candidate based on one situation. In my experience you don’t start the accommodation proc
u/krittengirl
Or on drugs (which would also explain why they “missed” the drug test).
u/Ice-Ice-Icecream
Sounds like assumptions and no clear request from the candidate. Please express your concerns as they can create a negative candidate experience if it goes down the wrong path.