Accommodating mental disabilities: the 5 key Q&As

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in Employment Law,Human Resources

Are you prepared for questions like these:

  • A top-performing employee is diagnosed with depression and now says her medication makes it impossible for her to get to work on time. Must you change her work schedule?
  • An applicant voluntarily informs you that he is intellectually disabled, but says he can perform his job with a job coach. Is that a “reasonable” accommodation?

The ADA requires employers to reasonably accommodate applicants or employees with mental or physical disabilities who are qualified to perform the job’s essential functions with or without a reasonable accommodation.

Still, it’s a tricky issue. These questions and answers come from recent court cases and EEOC guidance:

1. What if performance slips?

Q: How should we handle an employee whose performance is deteriorating and whom we suspect may have a mental disability?

A: You can inquire about an em­­ployee’s potential mental disability if the inquiry is jo...(register to read more)

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