A star employee tells you his new depression medicine makes it impossible for him to get to work on time. Must you alter his schedule? If an employee’s mood changes suddenly, can you refer him or her to the (EAP)?
If you’re not prepared to answer those kinds of questions, you should be.
The ADA requires employers to provide “reasonable accommodations” to employees and applicants with both mental and physical disabilities, as long as they’re qualified to perform the job’s essential functions.
Here are answers to five main mental-accommodation dilemmas faced by employers:
1. How do we handle a suddenly poor-performing employee if we suspect the cause is a mental disability?
An employer can inquire about an employee’s potential mental disability if the inquiry is job-related and consistent with business necessity. The EEOC says you must have a “reasonable belief, based on objective evidenc...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- 10 Secrets to an Effective Performance Review
- How to Write Meeting Minutes
- Stamp out harassing behavior across the company
- Courts crack down on serial plaintiffs—and their lawyers
- Don't ignore ergonomics
- Muslim scarf ban costs $50K for Philadelphia security firm