Special to USA TODAY
Johnny C. Taylor Jr. tackles your human resources questions as part of a series for USA TODAY. Taylor is president and CEO of the Society for Human Resource Management, the world's largest HR professional society and author of "Reset: A Leader’s Guide to Work in an Age of Upheaval.”
The questions are submitted by readers, and Taylor's answers below have been edited for length and clarity.
Have a question: Submit it here.
Question: An employee informed us that she has bipolar disorder. Recently, she was involved in a verbal confrontation with one of our clients in the drug rehab health program where she works. She has stated that her behavior is due to the lack of medication given to her and that she needs to adjust it. Given her medical condition, what steps can we take to ensure that any disciplinary actions we take are legal and fair to all parties involved? – Vicki
Answer: It is not easy addressing an employee's previously undisclosed condition, but with due diligence, you can navigate the process while preserving her rights as an employee. If you are an employer with 15 or more employees, you are likely covered under the Americans with Disabilities Act. Under the ADA, you must engage in an interactive process to assess if her circumstance rises to the level of a disability. If it does, you are required to provide reasonable accommodation unless it causes undue hardship. Bipolar disorder happens to be considered a qualifying disability under the...
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