Which of the following is NOT an example of a workplace accommodation?
True or False: People with MS are automatically considered to be disabled
What can an HR professional do to create a “safe space” in the workplace?
Which of the following are true relating to an employee’s disclosure of their MS diagnosis to an HR professional?
(Check all that apply)
Which of the following could constitute “undue hardship” for an employer when considering special accommodations for an employee with MS?
In our second episode, our host Christine Porath leads a group discussion on how to create productive partnerships in the workplace between employees and the Human Resources function to drive successful outcomes, boost productivity, and improve overall quality of life for the person with MS and/or their caregiver.
Kara Barton is a clinical social worker at the Keck Medical Center of University of Southern California in the Department of Neurology and in private practice. She is a prolific speaker and author with deep experience and knowledge on the topic of Multiple Sclerosis and its impact on employee productivity and special accommodations in the workplace. Kara has facilitated support groups for caregivers and people living with Multiple Sclerosis. Kara’s most recent endeavor is a documentary entitled “We Live Among You” that focuses on ableism and the invisible symptoms of Multiple Sclerosis.
Stephen Robins and his company specializes in the development of programs that address unmet needs in chronic disease. Stephen has focused on improving access to educational resources for MS patients, caregivers and their families throughout his career. He has interviewed dozens of MS healthcare professionals to gain actionable insights into how the quality of care can be improved in this community. He is a member of the team that is developing the “MS Work Space” podcast series.
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