Koen Clifford M, Carmichael Amanda J, Koen Kristin E
Author Affiliations: College of Business and Technology (Dr Koen), East Tennessee State University, Johnson City (Ms Koen); and Michigan State University College of Law, East Lansing (Ms Carmichael).
Health Care Manag (Frederick). 2017 Apr/Jun;36(2):116-122. doi: 10.1097/HCM.0000000000000161.
As millions of individuals who have been given a diagnosis of attention deficit disorder and attention-deficit/hyperactivity disorder enter the workforce, more individuals with these mental impairments are filing claims with the Equal Employment Opportunity Commission under the Americans with Disabilities Act (ADA) as amended in 2008 by the ADA Amendments Act. The ADA forbids employment discrimination based on an individual's disability and also requires employers to make reasonable accommodations for individuals with disabilities. Health care managers must be well prepared with knowledge of the employers' rights and responsibilities under the law. By exploring the legal challenges being made to employers' policies and practices and examining how the courts are resolving those disputes, managers can reduce the risk of expensive, time-consuming litigation caused by employment discrimination claims based on disability.
随着数百万被诊断患有注意力缺陷障碍和注意力缺陷多动障碍的人进入职场，越来越多患有这些精神障碍的人根据2008年经《美国残疾人法案修正案》修订的《美国残疾人法案》（ADA），向平等就业机会委员会提出申诉。ADA禁止基于个人残疾的就业歧视，还要求雇主为残疾人士提供合理便利。医疗保健管理人员必须充分了解雇主在法律下的权利和责任。通过探究针对雇主政策和做法提出的法律挑战，并审视法院如何解决这些纠纷，管理人员可以降低因基于残疾的就业歧视申诉而引发的昂贵且耗时的诉讼风险。
