![]() ![]() A medical diagnosis is not required by the law, but it does prevent claims of malingering by the employer. Once the employee gets this medical diagnosis, the employer has to accept it or ask for a second medical opinion. It is one thing to say you have PTSD or are suffering from “stress,” but it is quite another to have a medical diagnosis of PTSD. If an employee feels that their job performance is affected by PTSD, the first thing they should do is get diagnosed by a qualified medical provider. Employers must provide reasonable accommodations to employees with PTSD unless the employer can show that such accommodations would cause an undue burden on their operations. ![]() The Americans with Disabilities Act (ADA) and the Fair Employment and Housing Act (FEHA) have been amended to include chronic or episodic conditions with the intent that PTSD can trigger an employer’s obligations under the laws protecting people with disabilities. PTSD can cause have problems with concentration, organization, and coping with stress.įor those who have suffered adverse actions from their employer as a result of PTSD, there is legal recourse. Department of Labor links PTSD to poor job performance. The DSM 5 classifies PTSD as an “anxiety disorder.” Symptoms include re-experiencing the traumatic event, avoiding activities or situations associated with the trauma, detachment, and hypersensitivity such as irritability and outbursts, and anxious feelings. PTSD is not just “stress” but a debilitating condition arising after exposure to trauma. Millions of Americans suffer from posttraumatic stress disorder (PTSD) including veterans, emergency responders, and those who see or experience tragic events. ![]()
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