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Most HR teams are aware of their responsibilities under the Americans with Disabilities Act (ADA) and Americans with Disabilities Amendments Act (ADAA). They understand that they’re required to utilize an interactive process when configuring reasonable accommodations for anyone who qualifies and that many conditions, including mental health conditions, easily qualify.
by Brent E. Siler Litigation under the Americans with Disabilities Act (ADA) has been on the rise in recent years and will likely continue to increase. One area of ADA compliance fueling the increase is the duty to reasonably accommodate employees’ disabilities. While most employers are aware they have a duty to accommodate the disabilities […]
Imagine for a moment the employee who seems just a little off — having disproportionate negative reactions to criticism, having strange obsessions with weapons or death, being unusually hot-tempered, demanding, or controlling, or having other odd or erratic behaviors. Now imagine that despite the employee’s peculiarity, he’s an above-average worker and his job performance is […]