Employees with Mental Health 

Impairments 

Accommodation and Compliance Series
Practical Solutions • Workplace Success 

2 

Preface 

The Job Accommodation Network (JAN) is a service of the Office of Disability 

Employment Policy of the U.S. Department of Labor. JAN makes documents available 

with the understanding that the information be used solely for educational purposes. 

The information is not intended to be legal or medical advice. If legal or medical advice 

is needed, appropriate legal or medical services should be contacted. 

JAN does not endorse or recommend any products or services mentioned in this 

publication. Although every effort is made to update resources, JAN encourages 

contacting product manufacturers/vendors and service providers directly to ensure that 

they meet the intended purposes. This guarantees that the most up-to-date information 

is obtained. 

The following document is not copyrighted and reproduction is encouraged. Section 

105 of the Copyright Law provides that no copyright protection is available for works 

created by the U.S. Government. Therefore, all works created by JAN fall under this 

provision. While individuals may use such work with impunity, individuals may not 

claim copyright in the original government work, only in the original material added. 

Individuals may access the full text of the law from the U.S. Copyright Office 

http://www.loc.gov/copyright. Please note that specific information cited by JAN may be 

copyrighted from other sources. Citing secondary sources from a JAN publication may 

violate another organization's or individual's copyright. Permission must be obtained 

from these sources on a case-by-case basis. When using JAN materials, JAN asks that 

the materials not be reproduced for profit, that the tone and substance of the information 

are not altered, and that proper credit is given to JAN as the source of the information. 

For further information regarding this or any other document provided by JAN, please 

contact JAN. 

Authored by Beth Loy, Ph.D. Updated 03/23/10. 
Practical Solutions • Workplace Success 

3 

JAN’S ACCOMMODATION AND COMPLIANCE SERIES

Introduction

JAN’s Accommodation and Compliance Series is designed to help employers determine 

effective accommodations and comply with Title I of the Americans with Disabilities Act 

(ADA). Each publication in the series addresses a specific medical condition and 

provides information about the condition, ADA information, accommodation ideas, and 

resources for additional information. 

The Accommodation and Compliance Series is a starting point in the accommodation 

process and may not address every situation. Accommodations should be made on a 

case by case basis, considering each employee’s individual limitations and 

accommodation needs. Employers are encouraged to contact JAN to discuss specific 

situations in more detail. 

For information on assistive technology and other accommodation ideas, visit JAN's 

Searchable Online Accommodation Resource (SOAR) at http://askjan.org/soar. 

Information about Mental Health Impairments 

How prevalent are mental health impairments? 

Approximately 58 million Americans, one in four adults, experience a mental health 

impairment in a given year (National Alliance on Mental Illness, 2007). One in 

seventeen individuals lives with a serious mental health impairment, such as 

schizophrenia, major depression, or bipolar disorder (National Institute of Mental Health, 

2008) and about one in ten children have a serious mental or emotional disorder (U.S. 

Department of Health and Human Services, 1999). 

What are mental health impairments? 

The DSM-IV (the most recent version of the Diagnostic and Statistical Manual of Mental 

Disorders (DSM), which is published by the American Psychiatric Association (APA), 

provides diagnostic criteria for mental health impairments. According to the DSM-IV 

(APA, 1994), a mental health impairment is: 

a clinically significant behavioral or psychological syndrome or pattern that 

occurs in an individual and that is associated with present distress or 

disability or with a significantly increased risk of suffering death, pain, 

disability, or an important loss of freedom. In addition, this syndrome or 

pattern must not be merely an expectable and culturally sanctioned 

response to a particular event, for example, the death of a loved one. 
Practical Solutions • Workplace Success 

4 

The National Alliance on Mental Illness (NAMI) (n.d.a) defines a mental health 

impairment as: 

a medical condition that disrupt a person's thinking, feeling, mood, ability 

to relate to others, and daily functioning. Just as diabetes is a disorder of 

the pancreas, mental illnesses are medical conditions that often result in a 

diminished capacity for coping with the ordinary demands of life. 

What are some common mental health impairments? 

JAN receives numerous accommodation questions related to individuals with mental 

health impairments working successfully. Although there are various definitions and lists 

of impairments, this document covers those that are received the most by JAN. NAMI 

provides useful definitions of mental health impairments and statistics on their 

prevalence. The following (NAMI, n.d.b) is a summary of these: 

• Bipolar disorder, sometimes referred to as manic depression, “is a medical 

illness that causes extreme shifts in mood, energy, and functioning. Bipolar 

disorder is a chronic and generally life-long condition with recurring episodes of 

mania and depression that can last from days to months that often begin in 

adolescence or early adulthood, and occasionally even in children." 

 Estimates indicate there are 10 million American adults diagnosed with 

bipolar disorder. 

• Borderline personality disorder (BPD) is “an often misunderstood, serious 

mental illness characterized by pervasive instability in moods, interpersonal 

relationships, self image, and behavior. It is a disorder of emotional 

dysregulation. This instability often disrupts family and work, long-term planning, 

and the individual’s sense of self-identity." 

 Estimates indicate that 1-2% of American adults have BPD. 

• Major depression is “persistent and can significantly interfere with an 

individual's thoughts, behavior, mood, activity, and physical health. Among all 

medical illnesses, major depression is the leading cause of disability in the 

United States and many other developed countries." 

 Estimates indicate there are 15 million American adults with major 

depression. 

• Obsessive compulsive disorder (OCD) “occurs when an individual experiences 

obsessions and compulsions for more than an hour each day, in a way that 

interferes with his or her life." 

 Estimates indicate that 2% of American adults have OCD. 

• Panic disorder occurs when a person “experiences recurrent panic attacks, at 

least one of which leads to at least a month of increased anxiety or avoidant 

behavior. Panic disorder may also be indicated if a person experiences fewer 
Practical Solutions • Workplace Success 

5 

than four panic episodes but has recurrent or constant fears of having another 

panic attack." 

 Estimates indicate that 2 to 5 percent of American adults have panic disorder. 

• Post traumatic stress disorder (PTSD) is “an anxiety disorder that can occur 

after someone experiences a traumatic event that caused intense fear, 

helplessness, or horror. While it is common to experience a brief state of anxiety 

or depression after such occurrences, people with PTSD continually reexperience the traumatic event; avoid individuals, thoughts, or situations 

associated with the event; and have symptoms of excessive emotions. People 

with this disorder have these symptoms for longer than one month and cannot 

function as well as they did before the traumatic event. PTSD symptoms usually 

appear within three months of the traumatic experience; however, they 

sometimes occur months or even years later." 

 Estimates indicate that 2-9% of American adults have PTSD; this includes 15-

30% of veterans. 

 

• Schizophrenia “often interferes with a person's ability to think clearly; to 

distinguish reality from fantasy; and to manage emotions, make decisions, and 

relate to others." 

 Estimates indicate there are two million American adults with schizophrenia. 

• Seasonal affective disorder (SAD) is “characterized by recurrent episodes of 

depression – usually in late fall and winter – alternating with periods of normal or 

high mood the rest of the year." 

 Note: SAD is not regarded as a separate disorder by the DSM-IV (APA, 

1994), but it is an added descriptor for the pattern of depressive episodes in 

patients with major depression or bipolar disorder. 
Practical Solutions • Workplace Success 

6 

Mental Health Impairments and the Americans with Disabilities Act 

Are mental health impairments considered disabilities under the ADA? 

The ADA does not contain a list of medical conditions that constitute disabilities. 

Instead, the ADA has a general definition of disability that each person must meet 

(EEOC, 1992). Therefore, some people with mental health impairments will have a 

disability under the ADA and some will not. 

A person has a disability if he/she has a physical or mental impairment that substantially 

limits one or more major life activities, a record of such an impairment, or is regarded as 

having such an impairment (EEOC, 1992). For additional information on the definition of 

disability, go to JAN's Accommodation and Compliance Series: The ADA Amendments 

Act of 2008 at http://askjan.org/bulletins/adaaa1.htm. 

Where can employers get additional information about mental health impairments 

and the ADA? 

JAN provides resources on mental health impairments and the ADA at 

http://askjan.org/media/psyc.htm. This includes accommodation ideas, information on 

the ADA and its amendments, and guidance from the EEOC. Two EEOC guidances 

that may be helpful working through the accommodation process are: The ADA and 

Psychiatric Disabilities at http://www.eeoc.gov/policy/docs/psych.html and The ADA: 

Applying Performance and Conduct Standards to Employees with Disabilities at 

http://www.eeoc.gov/facts/performance-conduct.html. 
Practical Solutions • Workplace Success 

7 

Accommodating Employees with Mental Health Impairments

(Note: People with mental health impairments may develop some of the limitations 

discussed below, but seldom develop all of them. Also, the degree of limitation will vary 

among individuals. Be aware that not all people with mental health impairments will 

need accommodations to perform their jobs and many others may only need a few 

accommodations. The following is only a sample of the possibilities available. 

Numerous other accommodation solutions may exist.) 

Questions to Consider: 

1. What limitations is the employee with a mental health impairment experiencing? 

2. How do these limitations affect the employee and the employee’s job performance? 

3. What specific job tasks are problematic as a result of these limitations? 

4. What accommodations are available to reduce or eliminate these problems? Are all 

possible resources being used to determine possible accommodations? 

5. Has the employee with a mental health impairment been consulted regarding 

possible accommodations? 

6. Once accommodations are in place, would it be useful to meet with the employee 

with a mental health impairment to evaluate the effectiveness of the accommodations 

and to determine whether additional accommodations are needed? 

7. Do supervisory personnel and employees need training regarding mental health 

impairments? 

Accommodation Ideas: 

Attendance: 

• Allow flexible work environment: 

 Flexible scheduling 

 Modified break schedule 

 Leave for counseling 

 Work from home/Flexi-place 

Concentration: 

• Reduce distractions in the work area: 

 Provide space enclosures, sound absorption panels, or a private office 

 Allow for use of white noise or environmental sound machines 
Practical Solutions • Workplace Success 

8 

 Allow the employee to play soothing music using an earbud and computer or 

music player 

 Plan for uninterrupted work time 

 Purchase organizers to reduce clutter 

• Increase natural lighting or provide full spectrum lighting 

• Allow flexible work environment: 

 Flexible scheduling 

 Modified break schedule 

 Leave for counseling 

 Work from home/Flexi-place 

• Divide large assignments into smaller tasks and goals 

• Use auditory or written cues as appropriate 

• Restructure job to include only essential functions 

• Provide memory aids such as schedulers, organizers, or email applications

Emotions: 

• Encourage the use of stress management techniques to deal with frustration

• Allow the presence of a support animal

• Allow telephone calls during work hours to doctors and others for needed support

• Allow flexible breaks 

• Refer to employee assistance program (EAP)

Fatigue: 

• Allow flexible work environment: 

 Flexible scheduling 

 Modified break schedule 

 Leave for counseling 

 Work from home/Flexi-place 

• Provide a goal-oriented workload 

• Reduce or eliminate physical exertion and workplace stress 

• Implement ergonomic workstation design 

Memory: 

• Allow use of job coach 

• Provide mentor 

• Provide minutes of meetings and trainings 

• Use auditory or written cues as appropriate 

• Allow additional training time 

• Provide written checklists 

• Use a color coding scheme to prioritize tasks 

• Use notebooks, planners, or sticky notes to record information 

• Provide labels or bulletin board cues to assist in location of items 
Practical Solutions • Workplace Success 

9 

Organization: 

• Use daily, weekly, and monthly task lists 

• Use calendar with automated reminders to highlight meetings and deadlines 

• Use electronic organizers or mobile devices 

• Divide large assignments into smaller tasks and goals 

• Use a color coding scheme to prioritize tasks 

Panic Attacks: 

• Allow the employee to take a break and go to a place where s/he feels 

comfortable to use relaxation techniques or contact a support person

• Identify and remove environmental triggers such as particular smells or noises 

• Allow the presence of a support animal 

Sleep Disturbances: 

 

• Allow for a flexible start time

• Combine regularly scheduled short breaks into one longer break

• Provide a place for the employee to rest during break 

• Allow the employee to work one consistent schedule

• Provide a device such as a Doze Alert or other alarms to keep the employee alert 

• Provide work areas with sunlight or other natural lighting 

Stress: 

• Refer to counseling and EAP 

• Allow telephone calls during work hours to doctors and others for needed support 

• Allow the presence of a support animal 

• Allow flexible work environment: 

 Flexible scheduling 

 Modified break schedule 

 Leave for counseling 

 Work from home/Flexi-place 

Coworker Interaction: 

• Encourage the employee to walk away from frustrating situations and 

confrontations 

• Provide partitions or closed doors to allow for privacy 

• Provide disability awareness training to coworkers and supervisors 
Practical Solutions • Workplace Success 

10 

Working Effectively: 

Two common issues that JAN receives inquiries on are: (1) what accommodations will 

work for individuals with mental health impairments when workplaces are implementing 

substantial changes, and (2) what accommodations will help supervisors work 

effectively with individuals with mental health impairments. Many accommodation ideas 

are born from effective management techniques. When organizations are implementing 

workplace changes, it is important that key personnel recognize that a change in the 

environment or in supervisors may be difficult. Maintaining open channels of 

communication to ensure any transitions are smooth, and providing short weekly or 

monthly meetings with employees to discuss workplace issues can be helpful. 

 

Supervisors can also implement management techniques that support an inclusive 

workplace culture while simultaneously providing accommodations. Successful 

techniques include the following: 

• Provide positive praise and reinforcement, 

• Provide day-to-day guidance and feedback, 

• Provide written job instructions via email, 

• Develop clear expectations of responsibilities and the consequences of not 

meeting performance standards, 

• Schedule consistent meetings with employee to set goals and review progress, 

• Allow for open communication, 

• Establish written long term and short term goals, 

• Develop strategies to deal with conflict, 

• Develop a procedure to evaluate the effectiveness of the accommodation,

• Educate all employees on their right to accommodations, 

• Provide sensitivity training to coworkers and supervisors, 

• Do not mandate that employees attend work related social functions, and 

• Encourage all employees to move non-work related conversations out of work 

areas. 

Situations and Solutions: 

A secretary with post-traumatic stress disorder (PTSD), who had been carjacked 

several years earlier, experienced significant anxiety during commutes after dark. This 

caused difficulty concentrating and irritability. She was accommodated with the ability to 

have a support animal at work and a flexible schedule with work from home during 

periods of minimal sunlight. 

A graphic designer with a panic disorder experienced recurrent panic attacks when 

traveling during peak traffic times. He was required to drop off design orders and pick 

up print proofs from a print shop when necessary. He was accommodated with a 

schedule that gave him the opportunity to drop off and pick up materials when coming to 

work in the morning. 
Practical Solutions • Workplace Success 

11 

A baker with OCD repeatedly checked ingredients for recipes. The individual was 

accommodated with a computerized checklist for each baked good recipe on the menu. 

He was allowed time in the morning to arrange and check off items to be used during 

the day. When he felt the urge to recheck the ingredients he could do this quickly by 

using his daily checklist. This checklist was placed in a handheld computer that 

resembled the two-way radios used by all employees. 

A grocery store bagger with SAD had difficulty working an early schedule due to 

oversleeping. She also experienced fatigue and depression during late fall and winter 

months. She was accommodated with an afternoon schedule and was moved to the 

front of the store, which had windows that let sunlight enter her workspace. 

An accountant for a large agency had bipolar disorder. His duties included research, 

writing, and filing reports. He had difficulties with concentration and short-term memory 

during very busy periods that required long hours. He was accommodated with a more 

consistent caseload that did not result in extreme fluctuations in workload. He was 

provided a work area that was away from noise and given earbuds to listen to music. He 

also met briefly with his supervisor once a week to discuss workload issues. 

An electrician with severe depression needed to attend periodic licensure trainings. The 

person had difficulty taking effective notes and paying attention in the meetings. The 

individual was accommodated with notes from remote Communication Access Realtime 

Translation (CART) service. 

Products: 

There are numerous products that can be used to accommodate people with mental 

health impairments. JAN's Searchable Online Accommodation Resource (SOAR), 

accessible at http://askjan.org/soar, is designed to let users explore various 

accommodation options. Many product vendor lists are accessible through this system; 

however, JAN provides these lists and many more that are not available on the Website 

upon request. Contact JAN directly if you have specific accommodation situations, are 

looking for products, need vendor information, or are seeking a referral. 
Practical Solutions • Workplace Success 

12 

Resources 

Job Accommodation Network 

West Virginia University 

PO Box 6080 

Morgantown, WV 26506-6080 

Toll Free: (800)526-7234 

TTY: (877)781-9403 

Fax: (304)293-5407 

jan@askjan.org 

http://askjan.org 

The Job Accommodation Network (JAN) is a free consulting service that provides 

information about job accommodations, the Americans with Disabilities Act (ADA), and 

the employability of people with disabilities. 

Office of Disability Employment Policy 

200 Constitution Avenue, NW, Room S-1303 

Washington, DC 20210 

Toll Free: (866)633-7635 

TTY: (877)889-5627 

Fax: (202)693-7888 

http://www.dol.gov/odep/ 

The Office of Disability Employment Policy (ODEP) is an agency within the U.S. 

Department of Labor. ODEP provides national leadership to increase employment 

opportunities for adults and youth with disabilities while striving to eliminate barriers to 

employment. 

Anxiety Disorders Association of America 

8730 Georgia Avenue 

Suite 600 

Silver Spring, MD 20910 

Direct: (240)485-1001 

Fax: (240)485-1035 

information@adaa.org 

http://www.adaa.org 

Anxiety Disorders Association of America provides resources for clinicians, researchers, 

and other treatment providers in all disciplines. Resources are provided for anxiety 

disorder sufferers, family members, and other interested parties. 
Practical Solutions • Workplace Success 

13 

BPDWORLD 

22 Revenue Chambers 

St Peters Street 

Huddersfield HD1 1DL, 

mail@bpdworld.org 

http://www.bpdworld.org/ 

BPDWORLD has information that focuses on borderline personality disorder (BPD) The 

Website has information available to all, including depression, self-harm, anxiety, and 

much more. The site offers the best support services available on the net with forums, 

chat, peer support ticket system, live chat to our volunteers, and a great journal system. 

Center for Psychiatric Rehabilitation, Boston University 

940 Commonwealth Avenue West 

2nd Floor 

Boston, MA 02215 

Direct: (617)353-3549 

Fax: (617)353-7700 

psyrehab@bu.edu 

http://www.bu.edu/cpr 

The Center for Psychiatric Rehabilitation conducts research, develops educational 

materials, disseminates new knowledge, and provides training and program 

consultation in the area of psychiatric rehabilitation. 

International Obsessive Compulsive Foundation, Inc. 

PO Box 961029 

Boston, MA 02196 

Direct: (617)973-5801 

http://www.ocfoundation.org 

The International Obsessive Compulsive Foundation, Inc., educates the public and 

professional communities about OCD and related disorders; provides assistance to 

individuals with OCD and related disorders, their family and friends; and supports 

research into the causes and effective treatments of OCD and related disorders. 

Judge David L. Bazelon Center for Mental Health Law 

1101 15th St. NW 

Suite 1212 

Washington, DC 20005 

Direct: (202)467-5730 

Fax: (202)223-0409 

http://www.bazelon.org 

The Bazelon Center is a national, non-profit organization that engages in legal 

advocacy for people with mental disabilities. 
Practical Solutions • Workplace Success 

14 

Mental Health America 

2000 N Beauregard Street, 6th Floor 

Alexandria, VA 22311 

Toll Free: (800)969-6642 

Direct: (703)684-7722 

TTY: (800)433-5959 

Fax: (703)684-5968 

infoctr@nmha.org 

http://www.nmha.org 

Mental Health America is a charitable organization with more than 80 years of success 

in addressing the mental health needs of our communities, state, and nation. Founded 

in 1909 as the National Committee for Mental Hygiene by a former psychiatric patient 

named Clifford W. Beers, NMHA has always depended on volunteers to change the 

way Americans think about mental health and mental illness. NMHA volunteers all over 

the country work to meet the mental health needs of their communities through a wide 

array of services. 

National Alliance on Mental Illness (NAMI) 

3803 N. Fairfax Dr., Ste. 100 

Arlington, VA 22203 

Toll Free: (800)950-6264 

Direct: (703)524-7600 

Fax: (703)524-9094 

campaign@nami.org 

http://www.nami.org 

NAMI is dedicated to improving the lives of individuals and families affected by mental 

illness. NAMI focuses on three cornerstones of activity that offer hope, reform, and 

health to the American community: Awareness, Education, and Advocacy. 

National Institute of Mental Health (NIMH) 

Science Writing, Press, and Dissemination Branch 

6001 Executive Blvd, Room 8184, MSC 9663 

Bethesda, MD 20892-9663 

Toll Free: (866)615-6464 

Direct: (301)443-4513 

TTY: (866)415-8051 

Fax: (301)443-4279 

nimhinfo@nih.gov 

http://www.nimh.nih.gov 

NIMH offers a variety of publications and other educational resources to help people 

with mental disorders, the general public, mental health and health care practitioners, 

and researchers gain a better understanding of mental illnesses and the research 
Practical Solutions • Workplace Success 

15 

programs of the NIMH. All publications and educational materials are written by science 

writers, in collaboration with NIMH scientists and outside reviewers. 

National Institute on Disability and Rehabilitation Research (NIDRR) 

U.S. Department of Education 

400 Maryland Avenue, S.W., Mailstop PCP-6038 

Washington, DC 20202-2572 

Direct: (202)245-7640 

TTY: (202)245-7640 

Fax: (202)245-7323 

http://www.ed.gov/about/offices/list/osers/nidrr/index.html?src=mr 

NIDRR provides support for a comprehensive program of national and international 

research into all aspects of the rehabilitation of people with disabilities and their 

successful integration into education, work, and community life. 

National Mental Health Consumers' Self-Help Clearinghouse 

1211 Chestnut Street 

Suite 1207 

Philadelphia, PA 19107 

Toll Free: (800)553-4539 

Direct: (215)751-1810 

Fax: (215)636-6312 

info@mhselfhelp.org 

http://www.mhselfhelp.org 

Founded by the Mental Health Association of Southeastern Pennsylvania, the purpose 

of the Clearinghouse is to encourage the development and growth of consumer selfhelp groups. 

Substance Abuse and Mental Health Services Administration (SAMHSA) 

P.O. Box 2345 

Rockville, MD 20847-2345 

Toll Free: (877)726-4727 

TTY: (800)487-4889 

Fax: (240)221-4292 

Phone: (800)622-4357 

SHIN@samhsa.hhs.gov 

http://www.samhsa.gov 

SAMHSA's mission is to build resilience and facilitate recovery for people with or at risk 

for substance abuse and mental health impairments. Treatment locator helps you find 

services by state. 
Practical Solutions • Workplace Success 

16 

References 

American Psychiatric Association. (1994). Diagnostic and statistical manual of mental 

 disorders (4th ed.). Washington, DC: Author. 

Equal Employment Opportunity Commission. (1992). A technical assistance manual on 

the employment provisions (title I) of the Americans with Disabilities Act. 

Retrieved November 30, 2009, from http://askjan.org/links/ADAtam1.html 

National Alliance on Mental Illness. (2007). Mental illness: Facts and numbers. 

Retrieved November 30, 2009, from 

http://www.nami.org/Template.cfm?Section=About_Mental_Illness&Template=/C

ontentManagement/ContentDisplay.cfm&ContentID=53155 

National Alliance on Mental Illness. (n.d.a). What is mental illness: Mental illness facts. 

Retrieved November 30, 2009, from 

http://www.nami.org/Content/NavigationMenu/Inform_Yourself/About_Mental_Illn

ess/About_Mental_Illness.htm 

National Alliance on Mental Illness. (n.d.b). Mental illness: By illness.

Retrieved November 30, 2009, from 

http://www.nami.org/Template.cfm?Section=By_Illness 

National Institute of Mental Health. (2008). NIMH: The numbers count— Mental 

disorders in America. Retrieved November 30, 2009, from 

http://www.nimh.nih.gov/publicat/numbers.cfm 

U.S. Department of Health and Human Services. Mental health: A report of the surgeon 

general. Rockville, MD: U.S. Department of Health and Human Services, 

Substance Abuse and Mental Health Services Administration, Center for Mental 

Health Services,1999, pp. 408‐409, 411. 

Also see: 

3⁄4 JAN's Accommodation and Compliance Series: The ADA Amendments Act of 

2008 at http://askjan.org/bulletins/adaaa1.htm 

3⁄4 EEOC's The ADA and Psychiatric Disabilities and ADA at 

http://www.eeoc.gov/policy/docs/psych.html 

3⁄4 EEOC's The ADA: Applying Performance and Conduct Standards to Employees 

with Disabilities at http://www.eeoc.gov/facts/performance-conduct.html 
Practical Solutions • Workplace Success 

17 

This document was developed by the Job Accommodation Network, funded by a 

contract agreement from the U.S. Department of Labor, Office of Disability Employment 

Policy (DOL079RP20426). The opinions expressed herein do not necessarily reflect the 

position or policy of the U.S. Department of Labor. Nor does mention of trade names, 

commercial products, or organizations imply endorsement by the U.S. Department of 

Labor.