Some estimates place the number of adults with attention-deficit/hyperactivity disorder at eight million. That means there’s a likelihood that at some point, you’ll be encounter someone with AD/HD. To test your knowledge of it and how to deal with workers who verify they have it, answer True or False to the following:
(Answers at the bottom.)
True or False:
1. AD/HD is a recognized disability under the Americans with Disabilities Act (ADA).
2. Workers who suffer from AD/HD can demand that you omit deadlines from their job requirements.
3. If an adult employee was diagnosed with AD/HD as a child, that’s all the verification that person needs to be classified as an AD/HD sufferer.
1. True. The ADA recognizes AD/HD as a valid disability. Of course, that also means that a person who claims to suffer from AD/HD and seeks ADA protections must also provide verification from a qualified healthcare provider.
2. False. An employee with AD/HD isn’t exempt from meeting any job requirements, including deadlines. The employee can request an accommodation – such as a quieter place to work and fewer distractions.
3. False. Children do outgrow AD/HD. In fact, some studies show that as much as 70% of children diagnosed with AD/HD don’t suffer from it as adults. So, while just about every adult who has the problem also had it as a child, not every child carries it into adulthood. To be classified as an adult AD/HD sufferer, the person must show current symptoms.