That's not true in the US. It would be a whole other lawsuit to presume someone needs a reasonable accommodation. As the other person said, most organizations would require some sort of proof of disability.

I've worked in selection for years and we'll make known there is the option for a reasonable accommodation but the candidate has to let us know before hand and they can't go through the process without the accommodation and then ask for one. And we were strictly prohibited from suggesting one to a particular candidate.

I don't know what happens if someone is hired without an accommodation and then asks for one. Strictly speaking, they were hired to do the job with no accommodation so asking for one might be violating the contract. But missing a lot of work is not a reasonable accommodation. The person is not doing their job.