When an individual with a disability does not do well in alcoholism treatment, insufficient accommodation may be the root cause (Moore, 1998).
(Conditions of mental illness that may be disabling are addressed in another module.) A.
Describe the relationship between alcohol use disorders and co-occurring disabilities. Recognize ways to improve treatment of alcohol use disorders for individuals with co-occurring disabilities.
The Guidance discusses reasonable accommodations applicable to the hiring process and to the benefits and privileges of employment.
The Guidance also covers different types of reasonable accommodations related to job performance, including job restructuring, leave, modified or part-time schedules, modified workplace policies, and reassignment.
Job requirements that screen out or tend to screen out people with disabilities are legitimate only if they are job-related and consistent with business necessity.
A: In the past, people with disabilities, particularly those with hidden disabilities, were denied jobs once potential employers found out about their disabilities.
Clinicians and researchers commonly divide drug and alcohol consumption into three levels or stages of use: use, abuse, and dependence.
While the use of drugs and alcohol does not generally rise to the level of an impairment that constitutes a disability, abuse and dependence do.
Health care professionals also have their own experiences, beliefs and attitudes about alcohol problems that may inhibit recognition and referral to treatment.
Social workers often need to employ advocacy skills at all systems levels to acquire alcoholism treatment for individuals with co-occurring disabilities (de Miranda, 1999).
This Guidance examines what "reasonable accommodation" means and who is entitled to receive it.