People with psychiatric disabilities often need atypical accommodations to participate in today's workforce. Some of these accommodations, including structural and social changes in the workplace, can address biases against people with psychiatric disabilities, while others ameliorate deficits that may affect performance or interaction with others. Many courts have denied requests for such accommodations based on employers' assumptions about performance or the direct threats purportedly posed by people with psychiatric disabilities. By challenging these assumptions, which can be influenced by stigma and stereotypes, and by enforcing an employer's duty to interact regarding potential accommodations, employees with psychiatric disabilities could benefit from structural and social accommodations. Courts should consider social science research in determining which nontraditional accommodations may be reasonable and whether the employer can establish that they impose any undue hardship. Such consideration will expand opportunities for people with psychiatric disabilities in the workplace without unduly interfering with employers' interests.

中文翻译：

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精神残疾员工的非典型住宿

精神病患者通常需要非典型的适应设施才能参加今天的工作。这些适应中的一些，包括工作场所的结构性和社会性变化，可以解决对精神病患者的偏见，而另一些则可以减轻可能影响绩效或与他人互动的缺陷。许多法院基于雇主对绩效的假设或精神病患者声称的直接威胁而拒绝提供此类便利。通过挑战这些可能受耻辱和刻板印象影响的假设，并通过履行雇主在潜在住宿条件上进行互动的责任，患有精神病的员工可以从结构性和社会条件中受益。法院应考虑社会科学研究，以确定哪些非传统调解可能是合理的，以及雇主是否可以确定施加了不当的困难。这种考虑将为精神病患者在工作场所提供更多机会，而又不会过度干扰雇主的利益。