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Reply to "Parents – please tell your teens to stop talking about their mental health when applying for jobs! "
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[quote=Anonymous][quote=Anonymous][quote=Anonymous][quote=Anonymous][quote=Anonymous]Times have changed. I do some interviewing of recent college grads for our org and [b]a significant percentage of them mention being in therapy.[/b] [/quote] I'd be glad that they were upfront about this, so I'd know not to hire them. I don't want mentally unstable people working for me! Also, [b]I would not want to deal with them missing work for therapy[/b].[/quote] Major ADA violation. The OP is right that potential employees should not be discussing their need for accommodations before they are hired, because people like you will discriminate against them. But if you denied an employee time off to take care of a medical problem (which is what therapy is) you would 100% lose any resulting lawsuit.[/quote] Tangential question. How does sick leave work then, if an employer needs to allow an employee time off for any medical matter at any time? (I agree time off for mental health matters is no different than time off for physical health matters.)[/quote] Depending on the nature of the job, it could be unpaid (but job protected) time off or it could be allowing that employee to flex their hours or something else that works for everyone. FMLA can also be taken intermittently, if there is significant time away from work (and the employee is eligible, which a new employee wouldn't be). Not all health concerns would necessarily meet the ADA definition of disability.[/quote]
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