Employing and accommodating workers with psychiatric disabilities

444, 11044-82 Avenue, Edmonton, AB, Canada T6G OT2Received 4 July 2014; Accepted 3 November 2014; Published 20 November 2014Academic Editor: John Godleski Copyright © 2014 Nene Ernest Khalema and Janki Shankar.

This is an open access article distributed under the Creative Commons Attribution License, which permits unrestricted use, distribution, and reproduction in any medium, provided the original work is properly cited.

This section includes publications related to various aspects of the hospitality industry.

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The Treasury Board, the Public Service Commission and departments and agencies have removed many barriers to employment equity.They are also actively working to create an environment conducive to employment and career opportunities for members of the designated groups, and for all employees.Severe disabilities include Alzheimer's disease, autism, mental retardation, and long-term use of a cane, crutches, walker, or wheelchair.Historically, individuals with disabilities have not fared well in the US labor force (Braddock & Bachelder, 1994).Employment is an important social determinant of health and participation in employment can enhance health and wellbeing.

Unfortunately, the majority of individuals with serious mental illness are unemployed [1–5].

Also, recent jurisprudence has widened the applicability of accommodation.

Many accommodation options available to you as an employer can be low-cost or no cost.

Our approach to the review incorporates a research methodology that is multilayered, mixed, and contextual.

The review examines the literature that aims to unpack employers’ understanding of mental illness and their attitudes, beliefs, and practices about employing workers with mental illness.

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