Handicap discrimination considerations in treating the impaired worker: drugs, alcohol, pregnancy, and AIDS in the workplace.
In dealing with applicants and employees, administrators must comply with handicap and pregnancy discrimination statutes, any union collective bargaining agreement, and any state or local statutes specifically directed at protecting certain classes of handicapped persons. The employer must make reasonable accommodations which allow the disabled worker to perform the job, although the employer need not implement accommodations which are an undue hardship. Similarly, if the impaired employee cannot safely perform the essential functions of the job, he or she need not be hired or retained. Employers must also recognize their responsibilities and liability under their health benefit plans and other liability statutes, and attempt to minimize their exposure.
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Seyfarth, Shaw, Fairweather & Geraldson, Washington, DC 20036.
D000163:Acquired Immunodeficiency Syndrome; D000437:Alcoholism; D006233:Persons with Disabilities; D005260:Female; D006801:Humans; D008297:Male; D009787:Occupational Medicine; D011247:Pregnancy; D011287:Prejudice; D012307:Risk Factors; D012449:Safety; D019966:Substance-Related Disorders