If your organization employs, or is considering employing, people with so-called "intellectual disabilities," obtain a copy of a new EEOC fact sheet that explains how to legally accommodate those employees under the Americans with Disabilities Act (ADA).
The term "intellectual disability" describes the condition once commonly referred to as "mental retardation." About 1 percent of the U.S. population (2.5 million people) has such a disability.
The EEOC fact sheet addresses such topics as:
- When a condition qualifies as a disability under the ADA. (Not everyone with a mental impairment is covered.)
- Under what circumstances you can ask applicants, employees or third parties (such as family members) questions about a person's intellectual disability.
- What types of reasonable accommodations you may need to offer.
- How to address safety concerns.
Find the fact sheet at www.eeoc.gov/ facts/intellectual_disabilities.html.
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- On the hook for FMLA transgression? Offer immediate reinstatement to cut liability
- Snuff out gossip about firings; don't forward damaging e-mail
- Document all personality conflicts--your records could disprove discrimination in court
- Security firm lets down guard on San Jose harassment