ADA Employment Accommodations

The Americans with Disabilities Act (ADA) mandates that a person with a qualified disability who can perform the essential functions of one’s position receive reasonable accommodations from the workplace. The challenge flows from determining what ADA  accommodation is “reasonable,” as opposed to an undue burden placed on a business or agency. The Forensic Panel’s expert studies the needs of the examinee’s position and employment record and tests the cognitive and personality capabilities of the examinee. What do ADA test results, as well as the employee’s history, reflect on the examinee’s ability to perform essential functions?

Neuorpsychologist ADA Accommodation Assessment

In this two step assessment, findings on psychological and neuropsychological evaluation inform and guide, with requisite and detailed specificity, the nature of accommodations that can reasonably be made in ADA cases. In some instances, the evaluation may conclude that ADA accommodations cannot be made. Or, that aspects of the examinee’s personality would impede implementation of those accommodations. The Forensic Panel has contributed to the thoughtful resolution of a number of such ADA disputes with a sage blending of experience in workplace issues and appreciation for the limitations of different mental illnesses. Customized ADA evaluations are all the more enhanced with the oversight of peer-review; thus each report produced from The Forensic Panel reflects objectivity, thoroughly diligent inquiry, and conclusions reflecting the latest understandings of disease prognosis and how it relates to the workplace. Not surprisingly, none of The Forensic Panel’s efforts to date has ever been followed by litigated ADA issues, a record of accomplishment that reflects findings of scientific certainty.