This article does not provide legal, medical, or mental health advice. It is intended for informational purposes only. Employers should consult their employment law counsel and/or appropriate resources to determine if an employee circumstance or dialogue constitutes a request for disability accommodation or has triggered a disability accommodation obligation under the Americans With Disabilities Act (ADA).
This article is not a substitute for professional, medical, or mental health advice, diagnosis, or treatment. Never ignore professional medical advice in seeking treatment because of the information presented.