Ever heard of DSM-5? It’s the Diagnostic and Statistical Manual of Mental Disorders, Fifth Edition. It is the latest update to the American Psychiatric Association’s classification and diagnostic tool. This update was published on May 18, 2013 and includes some significant expansions to definitions of a few mental disorders.
The Americans with Disabilities Act protects qualified disabled employees from discrimination. HR Daily Advisor gives you the background you need on who’s covered, what constitutes a “reasonable accommodation”, issues involving health insurance and medical leave, tax incentives for employers, and more.
In yesterday’s Advisor, Attorney Matthew Effland outlined the basic requirements of USERRA (Uniformed Services Employment and Reemployment Rights Act); today, two USERRA case studies plus an introduction to the guide many call the “FMLA Bible.”
An employee with chronic illness may actually be an employee with a disability. If so, this triggers all the rights and responsibilities outlined in the Americans with Disabilities Act (ADA). As such, employers need to be cognizant that an employee requesting leave to handle an aspect of a chronic illness may actually be entitled to reasonable accommodation and other protections afforded by the ADA. Reasonable accommodations might include things like a change in scheduling, altering the way certain non-essential job duties are performed, or reassignment to a vacant position.