Robin Bond, Esq. Presents on Accommodating AD/HD in the Workplace at 11th Annual National Adult Attention Deficit Disorder Association Conference; Common Disorder Raises Legal Issues for Employers, Employees.

WAYNE, Pa. -- According to the Adult Attention Deficit Disorder Association (ADDA), approximately 4-6% of the US population has Attention Deficit Disorder (ADD, or AD/HD), a neurobiological condition that afflicts both children and adults. The symptoms associated with AD/HD include short attention spans, impulsiveness, and hyperactivity. The disorder can be considered a "disability" under federal law, which raises several key issues for people living with AD/HD -- and their employers.

"Employees with AD/HD can be valuable team members because of their high energy levels, creative problem solving skills, and the ability to hyper-focus on a task," explains Robin Bond, Esq., a workplace legal expert. Bond presented on the subject of "AD/HD and the Law: What Works at Work" at ADDA's recent conference in Tuscon, Arizona, which drew over 400 attendees. "On the downside, short attention spans and forgetfulness are common among people with AD/HD, which can lead to disorganization, difficulty prioritizing goals, and chronic lateness."

"Employers today are constantly striving to reduce the costs associated with employee turnover, including the legal costs related to terminations. At the same time, employees with AD/HD are seeking career success and stability in a workplace that recognizes their needs," Bond notes. "The development of effective work environments that retain employees with AD/HD as productive workers requires communication and planning, but it's a win-win for both sides when it happens. As employers face labor shortages, they will be looking for ways to get the best performance out of the employees that they have, including those employees with AD/HD."

Bond suggests these tactics to help employers work effectively with someone with AD/HD:

1.  Give instructions clearly - both orally and in writing.
2.  Provide structure in long-term tasks, such as checklists and
    deadlines for each stage.
3.  Offer frequent and specific feedback on performance.
4.  Provide extra clerical support.
5.  Reduce distractions by placing the employee in a cubicle or office
    away from high-noise areas.

Bond points out that many people suffering from AD/HD perform very well in their jobs, without requiring any special help, and that often the accommodations for AD/HD are relatively inexpensive to implement. However, in situations where the employer refuses to work with the employee, or takes adverse action against him or her based upon the employee's AD/HD, protection can be available under the Americans with Disabilities Act, or other statutes, and legal action may be appropriate.

"I see the accommodation of AD/HD as a growing area of concern for the near future. Smart employers will be on the forefront of setting the standards for how best to maximize these employees' strengths, and minimize their weaknesses. It's just good business," Bond says.

For more information on AD/HD and the workplace, or other employment related issues, visit www.RobinBond.com.