WEBVTT

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One of the people in my
department is on medication

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for a disorder of some sort.

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I guess it's to keep her stable.

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Anyway, not that
I think it's a problem,

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but since she's protected
under the ADA,

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what happens if she
gets violent or something.

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Am I to "accommodate" her behavior?

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The short answer here is -

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you don't have to accommodate

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or tolerate abusive or violent behavior
of any kind from any employee.

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Period.

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In this case, the fact that a person
is protected under the ADA

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only means that you have to provide
equal opportunity to do the job.

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It doesn't excuse the employee

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from the same standards
of professional behavior

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established for
the workforce as a whole.

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If an ADA-qualified employee
exhibits violent behavior,

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you should treat him or her like
you would any other employee,

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up to and including termination.

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But because these
situations are tricky,

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get your higher management,
Human Resources,

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or legal department involved
in the decision-making process.

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For example, it could be the problem
is with an employee's medication.

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In that case, you might have
to give a leave of absence

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until the medication
issue is corrected.