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Posts tagged Chisa Chervenick
ADA Compliance with Compassion, Part 2: Mental Health & the Interactive Accommodations Process

n this article, we’re going to tackle the interactive accommodations process. What does the ADA mean by an “interactive” accommodations process? What kinds of accommodations might an employer be required to make? How do you accommodate an invisible illness that you may not fully understand? How do you know that your employee has a legitimate disability- couldn’t they be lying?

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ADA Compliance with Compassion, Part 1: A Series of Articles on Mental Health & Employment

The ADA requires employers to provide reasonable accommodation to qualified individuals with a disability who are employees (or applicants), unless doing so would cause on undue hardship. Sounds simple enough, right? In theory, maybe. In practice, far from it. In fact, over 30% of the charges filed with the EEOC in 2017 involved allegations of disability discrimination. The ADA is a complex piece of legislation and mental health issues are still widely stigmatized and misunderstood. Combined, the conditions are ripe for the perfect storm, and employers must batten down the proverbial compliance hatches in 2019. Over the next month, we’ll be sharing a series of articles with you on mental health and the ADA.

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Mental Health Leave Requests: An Employer’s Legal and Moral Obligation

Like a physical ailment, a person’s mental health can affect their ability to work and sometimes even their ability to be available to work. In certain circumstances employers have a legal obligation under the American’s With Disabilities Act (the ADA) to provide certain accommodations and sometimes even grant leave requests to employees experiencing mental health issues. This article explores the applicable legal and moral obligations that may be brought up by mental health issues under the ADA.

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