Cultural and organizational aspects of application of the Americans with Disabilities Act to persons with psychiatric disabilities.
The Americans with Disabilities Act (ADA) requires employers to provide reasonable accommodation for persons with psychiatric disabilities. Most persons with a history of mental disorder work productively and do not require accommodation. Many persons with serious mental illness need accommodation but are conscientious and productive workers. Difficulties inherent in the Equal Employment Opportunity Commission (EEOC) guidelines are those of differentiating aspects of mental disorder from work-related conduct and the potential for manipulative persons to use the Act to excuse inappropriate behavior and ask for accommodation. A further problem is the potential for discouraging employers from hiring persons with mental illness because of the perceived difficulty of terminating them should their work prove unsatisfactory. If the ADA is to be effective, it must be seen as only one step in a larger process involving public education, effective mediation, meaningful assistance for employers, and wise implementation decisions that account appropriately for the social context.
Mechanic
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Institute for Health, Health Care Policy, and Aging Research, Rutgers University, New Brunswick, NJ 08901, USA.
D000203:Activities of Daily Living; D002961:Civil Rights / Q000331:legislation & jurisprudence*; D003219:Confidentiality; D003469:Culture; D006233:Persons with Disabilities / Q000331:legislation & jurisprudence*; D016832:Employment, Supported / Q000331:legislation & jurisprudence* / Q000458:organization & administration; D007722:Health Knowledge, Attitudes, Practice; D006801:Humans; D001523:Mental Disorders / Q000523:psychology / Q000534:rehabilitation*; D011287:Prejudice; D012945:Social Values; D013647:Task Performance and Analysis; D014481:United States