October is ADHD Awareness Month

Posted by Kim Cordingly on October 12, 2017 under Accommodations, ADAAA, Employers, Events, Uncategorized | Comments are off for this article

Melanie Whetzel, Lead Consultant – Cognitive/Neurological Team

ADHD Awareness Month is celebrated annually to help improve the lives of those living with Attention Deficit Hyperactivity Disorder (ADHD). The theme for 2017, Knowing Better: ADHD Across the Life Span, highlights how individuals are affected at all stages of their lives. Focusing on the life span means being aware of the effects of ADHD at different times of life. It’s better for parents to know that ADHD might be part of the picture so they can seek out the help their child might need. It’s better for young adults to know so they might arrange for appropriate accommodations in school or the workplace. Lastly, it’s better for adults at any stage to recognize their ADHD so they can take proactive steps in their life and won’t be faced with underachievement and frustration.

ADHD is defined as, “a neurodevelopmental disorder affecting both children and adults. It is described as a ‘persistent’ or on-going pattern of inattention and/or hyperactivity-impulsivity that gets in the way of daily life or typical development. Individuals with ADHD may also have difficulties with maintaining attention, executive function (or the brain’s ability to begin an activity, organize itself and manage tasks) and working memory.”

Over 17 million Americans are affected by ADHD. At JAN, we consult daily with numerous people in a variety of situations to help employees with ADHD become more successful and productive in the workplace. We can help answer questions and guide individuals through the accommodation process that often begins with the application and interview stages, and may continue throughout the employment cycle.

Here are a few sample situations and solutions:

Situation: Stephen is a job applicant with questions about accommodations that might be needed while taking an employment test.

Solution: We spoke to him about what is required in a disclosure when requesting accommodations. Stephen wanted to request a private room in which to take a test instead of with multiple other applicants in a larger, more distracting room.

Situation: Tony is an attorney who contacted JAN for assistance with accommodations that could be put into place to help him with organization, prioritization, and task completion. He wasn’t sure what to ask for, or how.

Solution: As we walked Tony through the accommodation process, we got more details about the tasks he had the most difficulty with. Between Tony and the consultant, many practical accommodation ideas were formulated. Obtaining a mentor to help with prioritizing; color-coding daily, weekly, and monthly calendars; and working on more difficult tasks when he has the most mental acuity were just a few of the ideas he felt could work for him.

Situation: Hector is an employee who just disclosed his disability to his supervisor after a written warning, and is asking how best to show his supervisor that ADHD is real.

Solution: A JAN employment specialist explained the need for medical documentation not only to verify his medical condition, but also to substantiate the need for the accommodations he would be requesting.

Situation: Suzette is a reporter with the skills to do a phenomenal job, but struggles with distractions in the midst of a crowded, busy, and noisy newsroom. Her employer contacted JAN with concerns after Suzette asked to work from home when faced with strict deadlines.

Solution: Suzette’s employer was concerned about her isolation from her co-workers as well as from the downtown area where most of the news occurred. A trial accommodation of telework was discussed. The employer felt it was worth trying, contingent upon Suzette’s ability to get to the scene of breaking news quickly.

See JAN publications on ADHD and Executive Functioning for further accommodation ideas. Contact us directly for one-on-one assistance.

Additional Resources:

National Institute of Mental Health – Attention Deficit Hyperactivity Disorder

Attention Deficit Disorder Association – ADHD: The Facts

Validation as a Key to Workplace Success for Employees with Borderline Personality Disorder (BPD)

Posted by JAN Tech on September 29, 2015 under Uncategorized | Comments are off for this article

by: Kelsey Lewis, MSW, LGSW

This past summer, I attended a session at the National Alliance on Mental Illness (NAMI) conference entitled “Borderline Personality Disorder: Demystified and Destigmatized” led by Dr. Alan Fruzzetti, a Professor of Psychology at the University of Nevada, Reno. As a featured speaker, he opened the session by sharing the most up-to-date research on individuals with Borderline Personality Disorder (BPD). In his presentation, Fruzzetti focused on the concept of emotional dysregulation as a central process in BPD.

Emotional dysregulation (ED) is characterized by quick and frequent mood swings that are beyond the control of the person with the problem (New Harbinger Publications). ED can also be associated with fear of negative emotions, difficulty concentrating, impulsive behavior, low self-esteem, and fear of abandonment. Although heightened in individuals with BPD, such feelings are shared by many individuals with or without a diagnosed mental health condition. These dysregulated emotions may significantly affect an individual’s relationships, both personal and professional, in and out of the workplace.

Fruzzetti explained that when an individual reaches a heightened state of emotion, he or she is more inclined to think in rigid terms — black or white, good or bad. It’s during these periods of emotional arousal that dysregulation may occur, particularly for those with BPD. In order to function happily and effectively in any relationship, we must first accept the ambiguity of the other person’s intentions, including the constant change of expectations and preferences. But how is this possible when one is thinking in such a polarized way?

Fruzzetti suggests learning to take a step back – giving yourself a breather – and then addressing the situation more tactfully so, as he explains, you learn to interact healthily, express yourself and your needs when your arousal has lowered. This will help you express yourself more accurately and appropriately. Instead of reacting when your coworker or supervisor has acted in a way you perceive as offensive, you instead walk away until you have reached a point of calmness, and then readdress the situation. You can now explain that the interaction did not sit well with you instead of blaming, calling someone names, or potentially overreacting in a way that will make you feel embarrassed later on. He emphasized that the more accurately you explain your feelings, the easier it is for the other person to understand and validate your experience. This does not necessarily mean that the other person will be able to fully understand why you feel this way, or even agree with your position, but at least this opens the line of communication that will enable you to feel heard and respected.

Fruzzetti believes that if people do not feel validated in their feelings, their arousal will not drop. For employers, this can mean that employees with BPD may not be able to work effectively, without distraction, if they feel unsupported in their workplace. Instead of moving on from a negative event or encounter, they may alternatively believe their feelings aren’t safe in their workplace. Although difficult at times, particularly if an employer is unfamiliar with BPD, validation can change this frame of reference and potentially lead to a more productive employee.

According to Fruzzetti, the tricky part is learning to differentiate between validating “false” perspectives versus emotions regarding the matter. This means that you don’t necessarily want to validate an employee’s perspective if it could cause more harm, but instead validate the feelings attached to this perspective. For example, if an employee wrongfully believes that her supervisor is singling her out, it would cause more harm to agree with this perspective. However, you can still express your understanding that she is upset over feeling this way. This interaction can help the employee feel supported while also providing a different viewpoint on the situation.

Relationships can be challenging — especially with our work colleagues and supervisors with whom we interact during a large portion of our days. But in trying to relate to each other through validation and respect, these relationships can provide many benefits that will enrich our workplace lives. Particularly for those with BPD, this relational strategy can make a huge difference in both morale and productivity. Through simple but new levels of understanding, we can allow our professional relationships to provide collaboration, inspiration, motivation, and a new perspective on life.

For more information on Accommodation Ideas for Mental Health Impairments, JAN publications offer a variety of suggestions. JAN consultants can also provide one-on-one consulting to discuss a specific workplace situation.


  • Fruzzetti, A. (2015, July 8). NAMI Presentation — Borderline Personality Disorder: Demystified and Destigmatized. San Francisco, CA.
  • New Harbinger Publications. (n.d.). Borderline Personality Disorder. Oakland: New Harbinger Publications, Inc. https://www.newharbinger.com/psychsolve/borderline-personality-disorder
  • National Alliance on Mental Illness (NAMI)
  • “NAMI, the National Alliance on Mental Illness, is the nation’s largest grassroots mental health organization dedicated to building better lives for the millions of Americans affected by mental illness.”

Scents and Sensitivity in the Workplace

Posted by Kim Cordingly on November 26, 2013 under Accommodations, Employers, Products / Technology, Uncategorized | Comments are off for this article

By: Tracie DeFreitas, Lead Consultant

When we talk about making facilities accessible and useable as a type of accommodation under the Americans with Disabilities Act (ADA), most people don’t necessarily think about invisible barriers that may be in the air. They may think about more obvious physical barriers like stairs leading to an entrance, narrow doorways, or inaccessible restrooms. However, for some people, irritants like fragrances, deodorizers, scented candles, and other chemicals in the air can be as much an access barrier as a missing ramp or inoperative elevator. People with asthma, allergies, or other respiratory disorders may be more susceptible to the effects of these irritants at levels that are much lower than what might cause problems for those in the general population.

In particular, exposure to fragranced products can make it difficult for some employees to function effectively at work. JAN Consultants talk to employers who are trying to accommodate employees who report fragrance sensitivity. Fragrance sensitivity is either an irritation or an allergic reaction to some chemical or combination of chemicals in a product. Although perfumes and colognes are generally what come to mind, fragrance is commonly added to a variety of daily use items like toiletries, cosmetics, air fresheners, laundry soaps and softeners, and cleaning products. People with fragrance sensitivity often experience symptoms such as breathing difficulties: wheezing, a tight feeling in the chest, or worsening of asthma symptoms; headaches; nausea; hives and other skin irritations; and limitations in memory and concentration.

Situations involving fragrance or scent sensitivity can be a little complicated because accommodations sometimes impact others in the work environment. For example, some employers have implemented workplace policies or made requests that all employees refrain from wearing and using scented products in the workplace. While a 100% fragrance-free environment may not be reasonable, an employer may still take measures to reduce exposure to such irritants. It becomes an issue of fragrance-use awareness. As with any accommodation situation, it is up to the employer to determine what is reasonable with regard to the type of accommodation(s) that can be implemented. JAN offers a number of accommodation solutions that may help:

  • Reduce exposure to scented products by asking employees to be conscious of their choice of products (opt for non-scented) and to refrain from wearing fragrances and colognes to the workplace
  • Move the employee’s workstation away from co-workers who use heavily scented products, fragrances, etc.
  • Do not situate the employee’s workstation near areas of heavy foot traffic or congregation (i.e., break room, restroom, elevator area)
  • Provide an enclosed workspace
  • Provide an air cleaner of the right size to effectively clean the space (i.e., select a model sufficient for gaseous filtration) and make sure the HVAC system is working properly
  • Provide a desk fan
  • Allow a flexible work schedule so the employee who is sensitive can work when fewer people are in the building
  • Allow the employee to wear a mask (e.g., http://www.icanbreathe.com/favorite.htm)
  • Allow breaks to take medication or get fresh air
  • Allow telework
  • Implement and enforce a fragrance-free policy

For additional information regarding accommodation ideas for people who are sensitive to fragrances, see JAN’s publication Employees with Fragrance Sensitivity or contact JAN to speak with a consultant.