By Rachel Shaw
“I’m seriously stressed over my workload, and haven’t been able to eat or sleep for weeks.”
“My doctor told me I can’t have stress at work, and this is definitely stressful.”
Are these statements verbal triggers that we need to enter the into the Americans with Disabilities Act (ADA) interactive process? The simple answer is “yes.”
The difficulty with managing these requests is that the word stress often elicits a sarcastic response, and it’s easy to see why, as the word is widely overused in our culture. Life is stressful for everyone. Without it, some of us wouldn’t complete a project, go to the gym, or wake up on time for work. But what is motivating for some can be debilitating for others, and understanding how to determine where a legitimate accommodation request or need occurs is vital for human resource practitioners to understand.
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