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    Accommodating bipolar disorder in the workplace Online free private sex chant

    How would you deal with the numerous situations that can occur in the workplace that create special challenges for you because of bipolar personality?Bipolar disorder can be difficult to gauge in the workplace, but managers must be accommodating.Most people generally require some sort of lifelong treatment.While medication is one key element in successful treatment of bipolar disorder, psychotherapy, support, and education about the illness are also essential components of the treatment process.After twenty one years of loyal work for Verizon, in 1999 Fran Darcangelo’s employer did what few other companies on the current corporate landscape today would dare do: they fired her.The reason so few companies would attempt to remove her today is because of American big business’ "Fear of Firing," as reported in a Business Week cover story: Fear Of Firing: How the threat of litigation is making companies skittish about axing problem workers (April 23, 2007).Those with well-managed bipolar disorder are increasingly recognized as bringing social and employment advantages to the workplace, such as enthusiasm, perseverance, and optimism.While there are challenges for employers and HR personnel in accommodating employees with bipolar disorder, there are also employer benefits.

    A request in writing is a good way to document this.

    The Golden Rule Provides Ethical Guidance on Dealing with Bipolar Employees Imagine that you have bipolar personality disorder and it creates special challenges for you in the workplace. The median age of onset for bipolar disorder is 25 years, although the illness can start in early childhood or as late as the 40s and 50s.

    Well, according to the National Institute of Mental Health bipolar disorder affects approximately 5.7 million adult Americans, or about 2.6% of the U. An equal number of men and women develop bipolar illness and it is found in all ages, races, ethnic groups and social classes.

    Generally, the applicant or employee with a disability is responsible for letting the employer know that an accommodation is needed to participate in the application process, to perform essential job functions, or to receive equal benefits and privileges of employment.

    Employers are not required to provide accommodations if they are not aware of the need.

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