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5 questions & answers about accommodating mental disabilities

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in Employment Law,Human Resources

A top-performing employee is diagnosed with depression and now says her medication makes it impossible for her to come to work on time. Must an employer change her work schedule?

A job 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?

Are you prepared to answer those questions ... and more?

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 disabilit...(register to read more)

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