Misconceptions about disabled employee’s medical condition can spell ADA trouble

by on
in HR Management,Human Resources

Many medical conditions aren’t disabling, so they don’t qualify for protection under the ADA. That’s because they don’t actually impair a major life activity like walking, breathing, taking care of oneself or working.

But sometimes employers mistakenly believe that a medical condition is disabling when it’s not. If they express those beliefs, they may make themselves vulnerable to a “regarded as disabled” lawsuit.

That’s why it’s important for HR professionals to explain to managers that every employee who claims a disability must be evaluated on an individualized basis.

Managers should assume that the employee is capable of doing her job unless there is clear evidence to the contrary.

Recent case: Stephanie Chappell was hired as a teacher with the Butterfield-Odin School District. Chappell has epilepsy and has had occasional seizures since she was a teenager.

Her first few weeks went well except when som...(register to read more)

To read the rest of this article you must first register with your email address.

Email Address:

Leave a Comment