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Reasonable Job Accommodations for People with Psychiatric Disabilities

  • Jerry Olsheski
  • Richard Schelat
Chapter
Part of the Plenum Series in Rehablititation and Health book series (SSRH)

Summary

Court rulings have been inconsistent about the reasonable nature of changes in the interpersonal work environment (Lindsey, 1995), but education of workers about the ADA and psychiatric disabilities seems to be imperative for a successful accommodation. It is apparent that most accommodations include little direct cost, and the relatively lower costs reduce the likelihood of an undue hardship defense based on financial criteria. The application of disability management principles may also provide employers with an organizational framework that promotes the successful job retention and accommodation of employees with psychiatric disabilities.

To accomplish more effective job accommodation methods for people with psychiatric disabilities, it is important that employers and rehabilitation professionals understand the relationships among symptoms, functional limitations, and the impact the psychiatric disability has on an individual’s vocational performance. Through a better understanding of these relationships, more individuals with psychiatric disabilities will be able to secure and maintain meaningful employment.

Keywords

Personality Disorder Psychiatric Disability Equal Employment Opportunity Commission Mental Demand Rehabilitation Professional 
These keywords were added by machine and not by the authors. This process is experimental and the keywords may be updated as the learning algorithm improves.

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Copyright information

© Springer Science + Business Media, Inc. 2004

Authors and Affiliations

  • Jerry Olsheski
    • 1
  • Richard Schelat
    • 2
  1. 1.Department of Counseling and Higher EducationOhio UniversityAthens
  2. 2.Ohio Bureau of Vocational RehabilitationAthens

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