This case involves a male employee of a hospital in the northeast. The employee suffered from ADHD/ADD and other known issues. He was frequently bullied and hassled by a direct supervisor, who refused to accommodate the employee’s request for a position/department change. An expert in human resources and talent acquisition was requested to assess the facility’s policies and procedures pertaining to the Americans with Disabilities Act (ADA).
Question(s) For Expert Witness
1.) Have you ever served as an HR or policies director for a hospital system?
2.) If so, are there specific guidelines for accommodating or considering requests made by employees with known disabilities?
3.) Have you ever served as an expert witness on a wrongful termination case?
Expert Witness Response E-008063
ADD and ADHD are known disabilities that employers must accommodate. I have consulted for various hospitals throughout New England during my 20+ year career, all of which have emphasized human resources issues, concerns and protocol. I am very familiar with the Americans with Disabilities Act and have authored articles pertaining to it which have been widely published. I'm also very familiar with the federal and state laws pertaining to ADA. I have previously served as an expert witness for employment issues such as the one described. I would be happy to review this case on behalf of the plaintiff.
About the author
Joseph O'Neill
Joe has extensive experience in online journalism and technical writing across a range of legal topics, including personal injury, meidcal malpractice, mass torts, consumer litigation, commercial litigation, and more. Joe spent close to six years working at Expert Institute, finishing up his role here as Director of Marketing. He has considerable knowledge across an array of legal topics pertaining to expert witnesses. Currently, Joe servces as Owner and Demand Generation Consultant at LightSail Consulting.
