"How many times have we found ourselves in the aftermath of a workplace shooting or other catastrophic event, wondering if there were signs, we missed or if we could have prevented it from happening?
It's a daunting thought, but the truth is that employers have a responsibility to provide reasonable accommodations to qualified individuals with disabilities, including those with mental impairments that limit their major life activities. The Americans with Disabilities Act mandates this, with the exception of cases where the accommodation would cause undue hardship on the employer or where the employee poses a direct threat to the safety of themselves or others. It's a complex issue that employers must address to ensure a safe and inclusive workplace."
- So, what does all that mean?
- When interacting with employees with psychiatric conditions, which fears and concerns are valid?
- How should employers address these concerns, especially in light of the increase in and devastating damage caused by incidents of workplace violence?
- How do you know when someone has a psychiatric illness or is just plain strange?
- When someone does have a psychiatric illness, what are your obligations?
Not knowing the answers to these crucial questions could land you in legal hot water. However, by taking the time to understand your responsibilities, you'll be able to prevent potential tragedies and foster a thriving and engaged workforce while creating a safe and secure workplace. Plus, you'll have the peace of mind that comes with knowing you're protected against legal liability.
