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Or maybe the employee needs accommodation in the form of adaptive technology (e.g., better lighting or an ergonomic chair).

Some employees may simply want peer support—someone else in the organization they can go to, to talk.

While one of the bigger-picture challenges for people with episodic disabilities (e.g., arthritis, multiple sclerosis, HIV and some forms of mental illness) is access to care and quality services (e.g., urban versus rural settings and in certain geographic parts of Canada), Mangion said, there are also issues of income security and barriers to employment.

Trying to explain a two years absence from the workforce in a resumé is challenging, said Mangion.

To Top "Reasonable accommodation" refers to an employment-related modification that an employer must make in order to ensure equal opportunity for an individual with a disability to (1) apply for and test for a job, (2) perform essential job functions, and (3) receive the same benefits and privileges as other employees.

The Americans with Disabilities Act of 1990 ("ADA") is the federal law which prohibits discrimination against persons with disabilities.And, employees can still face stigma and discrimination once they’re in the workplace.“[Interestingly], none of these has anything to do with the illness itself,” said Melissa Popiel, co-ordinator of HIV and episodic disability initiatives, with CWGHR, “it’s dealing with the social impact that the person is facing.” An episodic illness can vary over time, said Popiel, so employers need a long-term perspective in terms of the changes an employee may go through and need to develop an accommodation plan, including processes to complete work during illness absences.Chapter 151B, however, covers some private employers and certain medical conditions not covered by the ADA. Both laws cover infection with HIV, even if one has no visible symptoms, and AIDS.A Qualified individual with disability refers to those individuals with a disability who: (1) satisfy the general skill, experience, education and other job-related requirements, and (2) can perform the essential functions of the job, with or without reasonable accommodation.

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