1. FEATURE STORY:
ACCOMMODATING EMPLOYEES WITH ADHD
Many people assume attention deficit hyperactivity disorder (ADHD) affects children and teens only. But according to the National Institute on Neurological Disorders and Stroke, many individuals with ADHD are undiagnosed until adulthood. The National Institute of Mental Health (NIMH) estimates that ADHD affects 4.1% of adults, ages 18-44, in a given year.
If an employee or applicant discloses that they have ADHD, it's important that you are aware of your legal obligations under the Americans with Disabilities Act (ADA), so you know where to take the discussion from there.
ADHD And The ADAAA
While ADHD is not specifically named as a covered impairment under the Americans with Disabilities Act Amendments Act of 2008 (ADAAA) or the Equal Employment Opportunity Commission's (EEOC) proposed regulations on the ADAAA, many persons diagnosed with ADHD could easily make a case for being covered under the ADA, as individuals experiencing a substantial limitation in performing a major life activity such as thinking, concentrating, learning, or interacting with others.
In any case, it's important to remember that the ADAAA urges employers to shift their focus away from determining whether or not the employee has a protected disability, and towards engaging in the interactive and accommodation processes. So rather than fretting about whether or not an employee's ADHD is a covered disability, instead work with the employee to determine whether or not a reasonable accommodation is necessary for the employee to perform his/her essential job functions.
Reasonable Accomodation Ideas
Too often, when employers hear the term "reasonable accommodation," they worry about how costly such accommodations are going to be. However, providing reasonable accommodations to ADHD employees need not be expensive at all; oftentimes, some special attention from the employee's manager or supervisor is all that's needed.
Here are some reasonable ADHD accommodation ideas from the Job Accommodation Network, a service of the U.S. Department of Labor's Office of Disability Employment Policy.
To accommodate an employee with ADHD who has time management difficulties:
Provide a checklist of assignments.
Divide large assignments into several small tasks.
Set a timer to go off after ample time has passed to complete a simple task.
Supply an electronic organizer and train them on how to use it effectively.
Use a wall calendar with color-coded entries.
To accommodate memory and concentration difficulties:
Provide written instructions.
Use Post-it ® notes as reminders of due dates or tasks.
Relocate their workspace away from auditory and/or visual distractions.
Allow the use of a white noise machine or noise-canceling headset.
Reduce clutter in their work environment.
To accommodate organization and prioritization difficulties:
Develop color-coded systems for files, projects, or activities.
Use a chart to identify daily work activities.
Prioritize tasks for them.
Wait until one project is complete before assigning the next.
To accommodate difficulties interacting with others:
Use role-play scenarios or training videos to demonstrate appropriate workplace behavior.
Allow the employee to work from home.
Make attendance at social events optional.
To accommodate hyperactivity and impulse control difficulties:
Schedule regular breaks to provide an outlet for physical activity.
Provide a private workspace where the employee will not disturb others with their fidgeting, humming, or tapping.
Utilize a job coach to teach/reinforce techniques to control impulsivity.
These are only a sample of the numerous accommodation possibilities that may exist. It's important that you work with the employee one-on-one to determine what's appropriate for him or her. Also, keep in mind that not all people with ADHD need accommodations from their employer to successfully perform their jobs.
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