Paper details:
One issue that has recently arisen in the legal community regarding disability and the work place is whether accommodations should be made for adults with ADD or ADHD. If an adult was diagnosed as a child with ADHD or ADD, but as an adult is not medicated for the disorder, should an employer make accommodations to assign the adult employee work that requires less long term attention to detail and more opportunities to physically move about if the employee request this and gives documentation that he still suffers from ADD or ADHD? Why or why not?