How often have we thought of a mass shooting at a workplace or other work-related catastrophes thinking we knew or should have seen it coming?
Of course, that's easier said than done. The Americans with Disabilities Act requires employers to provide reasonable accommodations to qualified individuals with disabilities, including those with mental impairments, that substantially limit their major life activities unless the accommodation causes an undue hardship on the employer or the employee poses a direct threat either to his safety or the safety of others.
- 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 questions could guarantee you legal trouble. By becoming aware of your responsibilities, you can take your first steps toward preventing tragedy, ensuring a productive, engaged workforce and safe workplace, and that you are protected against legal liability.
