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... sued. However, if the employer does not fire the employee for fear of being sued and then the employee makes good on the threat, the employer may be liable for the homicide. Even this seemingly absurd ruling provides leeway for companies in dealing appropriately with a mentally disabled employee. Knowing how much leeway exists requires a basic knowledge of the ADA, including these key areas: The requirement that employers make reasonable accommodations' for disabled employees  The criteria for establishing a mental disability  The employer's options in ... 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 ... , and-when a mental or emotional disability is involved-the employer must identify the specific behavior on the part of the individual who poses a direct threat. The Equal Employment Opportunity Commission that administers the ADA suggests that employers look for guidance on this issue from a health-care professional with training in the disability in question. CONCLUSION A company's ability to defend its actions regarding erratic behavior or evidence of mental or emotional illness is improved if, before firing an affected employee, the company makes a good-faith effort to make a reasonable accommodation for the employee's condition ...

...s in dealing appropriately with a mentally disabled employee. Knowing how much...ding erratic behavior or evidence of mental or emotional illness is improved i...

... . Coronary Care and Monitoring Unit or CCMU) Dental surgery Dental tumors Family planning benefit Foot care Hemodialysis (limited benefit) Hospital miscellaneous charges Hospital room and board Impacted wisdom teeth Inhalation therapy Intensive Care Unit (ICU, aka Critical Care Unit or CCU) Laboratory tests Mental and nervous disorders Normal maternity benefits (1 ) (1 ) May be optional or not available in individual plans and some small Group plans. If included, the benefit may be limited as to how long a covered participant must have been covered by the plan ... We have thousands of articles, checklists, tip sheets, sales letters, and more! Communications Marketing Customer Service Planning Finance/Accounting Risk Management Human Resources Selling Legal and E&O Technology Life/Financial Services Glossaries Management Resources & Links Categories Popular Recent All Back Health Insurance: Module V-H 4/30/2013 10:40:32 PM by CompleteMarkets Editor This content has not been rated yet. &# 160 HEALTH INSURANCE: MODULE V-H &# 160 OVERVIEW Health insurance has grown into a vast and complicated field involving ... covered participant has established the fact of coverage, all paperwork is thereafter undertaken on a direct basis between the providers and the plan. HMOs-There are essentially two types of HMOs: staff model plans and independent practice associations (IPAs) . Staff model plans have their own clinical and sometimes hospital facilities. IPAs, also known as foundation HMOs, ' comprise an open panel of physicians and other providers who are contracted with the HMO, but may also provide services to other patients on a private, fee-for-service basis. The IPA sets a ...

...CCU) Laboratory tests Mental and nervous disorders Normal ma...ons. The laws generally require that Health insurance contracts contain and ex...