Source: https://www1.eeoc.gov/policy/docs/psych.html?renderforprint=1
Timestamp: 2019-04-22 10:55:52+00:00

Document:
Act of 1990 to individuals with psychiatric disabilities.
3.  EFFECTIVE DATE: Upon receipt.
5.  ORIGINATOR: ADA Division, Office of Legal Counsel.
to the EEOC about this topic.
WHAT IS A PSYCHIATRIC DISABILITY UNDER THE ADA?
applied in the context of psychiatric conditions.
1.    What is a "mental impairment" under the ADA?
health professionals for diagnostic and insurance reimbursement purposes.
2.    Are traits or behaviors in themselves mental impairments?
example, stress, in itself, is not automatically a mental impairment.
3.    What major life activities are limited by mental impairments?
that s/he is substantially limited in working?
disability and his/her family members, friends, or coworkers may suffice.
mitigating measures such as medication.
long enough to be substantially limiting.
and their duration is indefinite and potentially long-term.
have a disability for purposes of the ADA.
8.    Can chronic, episodic disorders be substantially limiting?
withdrawal, or failure to communicate when necessary.
to temporary, to justify a finding of ADA disability.
several months, usually refusing to talk to family and close friends.
with a disability as defined by the ADA.
experienced his/her "mind going blank" on a frequent basis.
average person in the general population.
concentrating when they are tired or during long meetings.
temporary to justify a finding of ADA disability.
depression, also would be substantially limited in sleeping.
to the average person in the general population.
the individual may be substantially limited in working.
confidentiality of information that they do disclose.
or emotional illness or psychiatric disability?
offer of employment is made.
information necessary to accomplish these limited purposes.
required to take when he makes deliveries in a particular neighborhood.
due to a medical condition.
for example, exceed this limited scope.
psychiatric disability disclosed to an employer?
information that an individual voluntarily tells his/her employer.
coworker who has a disability?
adjustment or change at work for a reason related to a medical condition.
accommodation on behalf of an individual with a disability?
19.   Do requests for reasonable accommodation need to be in writing?
No.  Requests for reasonable accommodation do not need to be in writing.
accommodation to do the job?
requests reasonable accommodation for the job?
are not relevant to disability and reasonable accommodation under the ADA.
condition and need for reasonable accommodation.
purposes of documenting need for accommodation and disability?
be effective reasonable accommodations for some people.
disability time off from work or a modified work schedule?
serve as accommodations for people with psychiatric disabilities?
noisy distractions also may be effective.
events such as training sessions or meetings.
25.   Is it a reasonable accommodation to modify a workplace policy?
15-minute breaks each day plus a meal break, barring undue hardship.
26.   Is adjusting supervisory methods a form of reasonable accommodation?
provide or arrange additional training or modified training materials.
to make effective and practical changes to provide the structure he needs.
projects and identify which steps need to be taken next.
27.   Is it a reasonable accommodation to provide a job coach?
medication as prescribed, it affects them on and off the job.
required if a vacant position at a lower level is also unavailable.
are not, imposing discipline under them could violate the ADA.
and consistent with business necessity.
disability in violation of the ADA.
a curt reply.  When he has to talk to a coworker, he is abrupt and rude.
handbook also states that employees should be courteous to each other.
employee would violate the ADA.
position in question and consistent with business necessity?
her to meet this conduct standard in the future.
required to report for work until 10:00 AM.
engaging in misconduct because s/he is not taking his/her medication?
concentration and/or coordination for some people?
reasonable accommodation that will reduce or eliminate the risk.
of violence or threats of violence?
likelihood and imminence of future violence.
Example: An individual applies for a position with Employer X.
would get a gun and "get his supervisor if he tries anything again."
fighting with a coworker.  He then revealed his disability to Employer Y.
stating that this history indicates that he poses a direct threat.
when s/he seeks to return to work?
factual evidence concerning the employee.
licenses if they have, or have a record of, a psychiatric disability.
license, people may lose employment opportunities.
not have a professional license due to a psychiatric disability?
1 42 U.S.C. �� 12101-12117, 12201-12213 (1994) (codified as amended).
of the Rehabilitation Act.  29 U.S.C. �� 793(d), 794(d) (1994).
"Disability," 8 FEP Manual (BNA) 405:7251 (1995).
primary focus of this guidance.
7 See, e.g., Boldini v. Postmaster Gen., 928 F. Supp. 125, 130, 5 AD Cas.
Psychiatric Association . . . .").
from current illegal use of drugs.  42 U.S.C. � 12211(b) (1994); 29 C.F.R.
have otherwise been successfully rehabilitated) may be covered by the ADA.
covered.  Id. at � 12210(b).
Definition of the Term "Disability," 8 FEP Manual (BNA) 405:7282 (1995).
also EEOC Compliance Manual � 902.3, Definition of the Term "Disability,"
8 FEP Manual (BNA) 405:7261 (1995).
getting along with a supervisor or coworker.
some trouble getting to sleep or occasionally sleeps fitfully.
18 42 U.S.C. � 12102(2) (1994).
"Disability," 8 FEP Manual (BNA) 405:7262 (1995).
20 See 29 C.F.R. � 1630.2(j) (1996).
(1990); House Judiciary Report, supra n.2, at 28-29.  See also 29 C.F.R.
pt. 1630 app. � 1630.2(j) (1996).
are, in the Commission's view, incorrectly decided.  See, e.g., Mackie v.
with insulin-dependent diabetes did not have a disability), cert.
denied,114 S. Ct. 1386, 3 AD Cas. (BNA) 512 (1994).
long-lasting to be substantially limiting).
limited.  See, e.g., Guice-Mills v. Derwinski, 967 F.2d 794, 2 AD Cas.
(BNA) 187 (2d Cir. 1992).
25 EEOC Compliance Manual � 902.4(d), Definition of the Term "Disability,"
8 FEP Manual (BNA) 405:7273 (1995).
26 Id., 8 FEP Manual (BNA) 405:7271.
Cas. (BNA) 1066 (E.D. Va. 1994) (vacating its earlier ruling (at 3 AD Cas.
a "disability" under the ADA).
Definition of the Term "Disability," 8 FEP Manual (BNA) 405:7261 (1995).
brain (e.g., stroke, brain tumor, or head injury in a car accident).
Habits, Washington Post, May 24, 1994, Health Section at 5.
and Medical Examinations at 4, 8 FEP Manual (BNA) 405:7192 (1995).
Medical Examinations at 6, 8 FEP Manual (BNA) 405:7193 (1995).
the individual and on his/her knowledge about the psychiatric disability.
to insist on obtaining the documentation.
and Medical Examinations at 6-7, 8 FEP Manual (BNA) 405:7193-94 (1995).
order to defend against a charge of employment discrimination.  42 U.S.C.
38      42 U.S.C. � 12112(d)(4) (1994); 29 C.F.R. � 1630.14(c) (1996).
C.F.R. pt. 1630 app. � 1630.2(n) (1996).
by another Federal law or regulation . . . .").
consistent with business necessity would be permissible.
Examinations at 21-23, 8 FEP Manual (BNA) 405:7201-02 (1995).
accordance with state workers' compensation laws.  29 C.F.R. pt. 1630 app.
permit employers to use medical information for insurance purposes.  Id.
.9 (1996); 29 C.F.R. pt. 1630 app. � 1630.9 (1996).
46 Schmidt v. Safeway, Inc., 864 F. Supp. 991, 3 AD Cas. (BNA) 1141 (D.
receiving a request for reasonable accommodation.
Taylor v. Principal Financial Group, 5 AD Cas. (BNA) 1653(5th Cir. 1996).
49 Cf.  Beck v. Univ. of Wis., 75 F.3d 1130, 5 AD Cas. (BNA) 304(7th Cir.
it receives from a third party acting on the employee's behalf.  29 C.F.R.
pt. 1630 app. � 1630.9 (1996).
whichever occurs later.  29 C.F.R. � 1602.14 (1996).
and Medical Examinations at 6, 8 FEP Manual (BNA) 405:7193 (1995).
53 See supra nn.32-34 and accompanying text.  See also Bultemeyer v. Ft.
psychiatrist, thus properly engaging in the interactive process).
54 See Question 17, Example A, supra.
Disabilities which, in turn, is funded by the U.S. Department of Labor.
JAN can be reached at 1-800-ADA-WORK.
otherwise qualified individual with a disability, barring undue hardship.
42 U.S.C. � 12112(b)(5)(A) (1994).
paralysis which required her to stay home for several weeks); Vializ v.
New York City Bd. of Educ., 1995 WL 110112, 4 AD Cas. (BNA) 345 (S.D.N.Y.
duties . . . .").
59 42 U.S.C. � 12111(9)(B) (1994); 29 C.F.R. � 1630.2(o)(2)(ii) (1996).
knew about the migraine headaches and the need for accommodation).
61 See 29 C.F.R. pt. 1630 app. � 1630.15(b), (c) (1996).
the position.  1995 WL 46387, * 4, 3 AD Cas. (BNA) 1761, 1764 (D.D.C.
providing direct service to the public.
s/he is qualified, absent undue hardship).
67 42 U.S.C. � 12112(b)(6) (1994); 29 C.F.R. � 1630.10, .15(c) (1996).
excuse similar misconduct from its other employees"); see 56 Fed. Reg.
69 See 29 C.F.R. � 1630.15(d) (1996).
that is a right normally available to other employees.
73 See 42 U.S.C. � 12113(b) (1994).
74 29 C.F.R. pt. 1630 app. � 1630.2(r) (1996).
76 29 C.F.R. pt. 1630 app. � 1630.2(r) (1996).
77 29 C.F.R. � 1630.2(r) (1996).
78 29 C.F.R. pt. 1630 app. � 1630.2(r) (1996).
79 House Judiciary Report, supra n.2, at 45.
from a medical text generally discussing the employee's illness).
This page was last modified on March 5, 2009.

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