Would you be comfortable sharing which law(s) in WA employment and ADA accommodation requests you looked into that stated verbal notification is appropriate/sufficient?

I can understand if a person has a visible disability though it still should be in writing. I have difficulty understanding that the law was intended to apply to those who have a disability that is not easily recognized.

Even though your job may be subject to the law(s), they are not required to read minds. If you have a disability and would like an accommodation, you should notify them…in writing of the accommodation(s) you request.

They can determine if your request is reasonable and will not cause the company unreasonable hardship in their attempt to accommodate you.

You should not rely on verbal communication if it is the case that you are now requesting an accommodation because you were informed that your performance “has suffered”.

Do you want your verbally stated request that you may need “3-5 extra seconds compared to coworkers”, that’s your choice?

I would suggest that you rethink your objective and put your accommodation request(s) for your disability in writing.