Accommodating ptsd in the workplace
Even if the employee’s symptoms are sporadic or episodic, if they limit a major life activity when active, the condition will likely qualify.This means that in most cases, you should focus on whether you can accommodate the individual, rather than whether the individual meets the legal definition of having a “disability.” Tip #2 – Accommodate “Known” Mental Impairments You have an obligation to reasonably accommodate “known” impairments for otherwise qualified individuals.The DSM 5 classifies PTSD as an “anxiety disorder.” Symptoms include re-experiencing the traumatic event, avoiding activities or situations associated with the trauma, detachment, and hypersensitivity such as irritability and outbursts, and anxious feelings. For those who have suffered adverse actions from their employer as a result of PTSD, there is legal recourse.
In fact, the ADAAA states that the definition of disability should be interpreted in favor of broad coverage of individuals.
The Equal Employment Opportunity Commission (EEOC) recently released information to help explain workplace rights for employees with mental health conditions under the Americans With Disabilities Act (ADA).