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... to submit to a fitness-for-duty examination. Workplace Violence Workplace violence is a growing problem that can subject an employer to personal harm and substantial liability for negligent hire or negligent retention. Fortunately under the ADA, employers can require that employees not pose a direct threat to the health and safety of themselves or others. Therefore, employers may terminate an employee if his or her threat cannot be eliminated through a reasonable accommodation. But employers cannot fire an employee based solely on the possibility of a violent attack. The risk of harm must be ... When an employee behaves in a violent manner, suggesting a danger to themselves or others; or when a mental disability renders an employee unable to perform the essential functions of the job, a mental examination is warranted. The examination should be conducted by a psychiatrist or clinical psychologist. Companies may fire an employee who refuses to submit to a fitness-for-duty examination. Workplace Violence Workplace violence is a growing problem that can subject an employer to personal harm and substantial liability for negligent hire or negligent retention. Fortunately under the ADA, employers can ... undoing. Reasonable accommodations for mental disabilities may include job restructuring, part-time employment, modified hours, reassignment to vacant positions or to another supervisor, unpaid leave of absence to permit the employee to obtain treatment, or a flexible work schedule to permit an employee to attend outpatient psychotherapy sessions during the workday. Companies are not required to provide paid time-off for an employee with a disability. The employee can elect to use accrued vacation or sick leave. Reasonable accommodation of a disability does not require that companies excuse misconduct on the job, ...

Health Insurance: Module V-H
  HEALTH INSURANCE: MODULE V-H   OVERVIEW Health insurance has grown into a vast and c...ons. The laws generally require that Health insurance contracts contain and ex...