Are Sheltered Workshops A Thing of the Past

Much like institutionalization of people with disabilities, sheltered workshops started with someone’s heart being in the right place. Starting around the middle of the 20th century, sheltered workshops began as an intervention for adults with disabilities in which they were given jobs to help keep them busy. These places offer limited-skill work such as sorting, assembling and packaging to people with disabilities.

01 sheltered workshop 82014 0202fOften, the jobs are repetitive-motion tasks, do not offer much in the way of self-fulfillment, and give the employees zero opportunity to advance their position in the company. More often than not, workers make somewhere between $2 – $3 per hour which is less than half of the federal minimum wage that so many non-disabled workers are fighting to increase.

There is a great debate taking place on whether or not sheltered workshops should still be an option for people with disabilities who age out of school usually at the age of 21. One of the main arguments people have against closing down workshops is the fear that these individuals will have no place to go since businesses tend to not hire people with disabilities.

According to the Department of Labor as of August 2014, the numbers appear to support this argument because unemployment rates for people with disabilities are twice as high than people without disabilities.  You can find more information on that here:

According to an article in the Disability Scoop, Vermont has found a way to improve outcomes for the disabled after closing its sheltered workshops which states,

The sheltered workshops that are still prevalent across much of the country were shut down in Vermont more than a decade ago. And now, the employment rate of people with developmental disabilities in the New England state is twice the national average. Read Full Article

How did Vermont do it?

The University of Vermont received a grant to build programs for integrated employment in the 1980’s. They worked with state disability agencies and its success over time was enough for Vermont to realize that sheltered workshops were not how the state wanted their citizens with disabilities to be treated. Workshops were phased out over a 4-year period: new entries into workshops were no longer allowed and their funding was incrementally cut.

Of course, there were fears from the families who would be directly affected by this and rightly so. As parents, we want our children to be safe and secure, accepted by peers and part of something bigger than themselves. Could these desires be realized if workers with disabilities don’t have contact with others who are also disabled? Is there a job out there they could actually do and feel good about doing? Would society in general accept them?

It turns out, the answer is yes! In Vermont, about 80% of the people who used to be in workshops found employment in an integrated setting. The rest found other community-based services. According to the Disability Scoop article, “In fiscal year 2013, the average wage for supported employees was $9.26, more than 50 cents above the state’s minimum wage and $2 above the federal minimum wage.” How incredible is that while Vermont shows no signs of slowing its success.

It has increased its numbers of employed disabled individuals yearly. To continue their success rate, ongoing support is available in each county and doesn’t fade over time, which is common in most other states. There are also education programs with businesses that ease fears and answers questions for potential employers.

Looking to the future

Some argue the reason Vermont was able to be so successful is because it’s a small state, but isn’t that a cop out? Amazingly, Vermont was able to develop their employment program without involving the legislative process, but not every state is willing to do the work to put this program in place even though Vermont offers a living model of how and why it should be done.

In order to make sheltered workshops a thing of the past or at least a last resort, there is new legislation under consideration in both Houses of Congress that would alter their pathway into the workforce. Under Section 511 of the Workforce Investment Act, people under 24 years of age could not be employed by workshops unless they have sought employment in other settings first. This legislation also requires that state vocational rehabilitation agencies provide “pre-employment services” to students at schools in their area.

As a parent to a teenager whose disability severely impacts her, I worry about her future all the time. What will she do when she ages out of school? Today, I can’t picture a job where she can be independent because of the extremity of her physical disability but who knows where we’ll be in terms of technology and employability six years from now? My greatest hope is that all states work towards achieving the successful model Vermont has realized so that our community has as many options as it can.

Photo Credit: Courtesy of the Kansas City Star

Ageism In The Workplace

If we are not welcome in the workplace and we are expected to live well into our nineties and beyond, how can we ever hope to be able to sustain ourselves financially?

Can you imagine a workforce made up of 3 generations?  I am 68, my children are in their forties, and my oldest grandchild is 17. I am one of the fortunate aging boomers who is still part of the American workforce. I have no problem envisioning a workplace where my granddaughter, my son, and I will all be participating in the growth of our nation’s economy. Yet, there is one major obstacle to achieving this goal. It is the oldest, most entrenched form of discrimination in this country. Ageism!

agediscriminationintheworkplace02Nowhere is it easier to identify ageism than in the workplace. As older workers are staying longer and younger workers enter the field, more often than not they will find themselves part of a multigenerational workforce. By the middle of the next decade, the United States will be an aging society, with more Americans over age 60 than under age 15.

What this means for an evolving job market is that there will not be enough young workers to fill entry level jobs. We will then have two choices. We can import young workers from other countries, or we can prepare ahead by accommodating older workers and encouraging them to remain or re-enter the workplace. This would be a welcoming departure from the cold shoulder that older workers receive when applying for jobs today.

Our country’s leaders are always a day late and a dollar short when it comes to planning ahead. For years and years people have been writing about the “graying of the American workforce” and the “aging tsunami”. The boomers are not coming; we have arrived!

We are healthier than previous generations, and we are living longer–in many cases, as much as 20 years longer. Yet, when we leave our career jobs, whether by choice or not by choice, we step into a void. We discover that there is no role for us in society. We become invisible. The invisible man today is not a bandaged wrapped non-body. He is an invisible somebody.

Here’s the dilemma: If we are not welcome in the workplace, and we are expected to live well into our nineties and beyond, how can we ever hope to be able to sustain ourselves financially? We have the intelligence, skills and wisdom to become one of society’s greatest assets.  Yet, without the opportunity to earn our own way, we will certainly become society’s burden. Most salient is our position as repositories of historical and cultural history and our ability to solve long term problems that younger people do not have the time for.

One excuse I hear for not keeping or hiring older workers is the fear that it will be too expensive. “They will be sick too often and, therefore, be less productive.” Not true. Older workers come with an innate work ethic. We take less sick days than our younger co-workers. We also come with our own health insurance, namely, Medicare. And, older workers are often willing to work for lower salaries as a supplement to our Social Security.

Mainly, we want to be valued and be seen as contributors to a better society, not as a drain. I wonder if those who would shut older adults out of the workforce are ageists who drank the youth-obsessed Kool-Aide that the media hands out. They probably do not even recognize their own internalized ageism. Have they thought about why they do not want a workplace filled with grey haired people? Could it possibly be the threat of having a workforce who reflect the true life process of aging that they would rather deny?

Ageism does not only affect the old. It affects our entire society. It deprives one generation the opportunity to pass on knowledge to the next, while depriving the younger generation the opportunity to learn and build on that knowledge.  It deprives an older generation the opportunity to keep growing and learning new skills for which the young are our best teachers.

The stereotypes of older people that we all own do not match up with the reality of today.  They are out of date.  It’s time for an upgrade.


President Obama Visits NC State to Talk About Jobs

President Obama with Governor Pat McCrory
President Obama with Governor Pat McCrory

Under the current political climate, members of the GOP have avoided any public displays of affection with President Obama out of fear of retribution from tea partiers. However, this did not appear to be the case with Governor Pat McCrory as he welcomed President Obama after he exited Air Force One.

Today, President Obama visited North Carolina State University (NCSU) to discuss his plans for an innovation hub to be developed in Raleigh. The plan seeks to create partnerships between public, private, and universities in effort to spur innovations that will leading to fabrication and mass production in the United States.

According to the Raleigh News and Observer,

Obama announced a $140 million consortium of companies and universities at NCSU that will develop the next generation of energy-efficient electronic chips and devices. The effort – and other technology hubs like it – fulfill a pledge in his State of the Union address a year ago to develop high-tech jobs.

The Next Generation Power Electronics Institute will be headquartered on NCSU’s Centennial Campus. Over the next **-five years, the U.S. Department of Energy will provide $70 million to the institute, to be matched by at least $70 million in nonfederal money by the businesses and universities and the state of North Carolina.  Read More

The address to Wolfpack nation was nationally televised on all the major networks except Fox news who decided to cover the “Devil Baby” prank in New York City instead. Nevertheless, the President’s address has rebooted the national conversation and focus back on job creation where it should be.

In the wake of the long-term unemployed being kicked off benefits in both North Carolina and federal extended benefits, Americans are still having a tough time finding employment especially when there are three people for every one job.

Despite the record number of people at food pantries, the GOP is taking lessons on how to appear more compassionate while continuing to deny extended unemployment benefits to jobless Americans. You can view the President’s address at NC State below:


“I’m not a bum, I’m a human being”

A couple of weeks ago, a video of Ronald Davis went viral on social media of him giving his personal accounts about homelessness, and I instantly felt saddened after watching it. At my internship, I talk to women and men whom have stumbled upon hard times. They have children, have lost jobs,  have no place to go, live in cars or shelters, haven’t washed in days, have no means of transportation and have to constantly ask for rides or catch the bus. Some of them work, but they are still unable to support themselves because of individual tragic circumstances or have acquired such an immense amount of debt they cannot recover. Homeless people are not bums. They are human beings who need help.

These past few weeks at my internship have truly humbled me. Also, I have become more aware and thankful for the smallest things. Some days, I complain and what for? I have food, clothing, a roof over my head, a car to drive, and most importantly, a family that love and support me. Whenever I come to work  and deal with homeless families in need, it serves as a huge reality check. I thank God everyday because Ronald Davis’s situation could have been mine or a loved one. Homelessness can happen to anyone without the proper preparation, especially with today’s economy.

According to Bloomberg news,

The number of homeless people who are part of a family climbed 1.4 percent in January 2012 from the prior year, even as total homeless numbers declined, based on a National Alliance to End Homelessness analysis of the most recent nationwide statistics available. The number of children without a home increased by an estimated 2 percent, according to NAEH, a Washington-based non-profit focused on policy and research on the needs of homeless people.

More recent local data from places such as Seattle and Portland, Oregon, suggest that in some markets where rent is rising, homelessness has followed suit. What’s more, federal budget cuts to government housing programs threaten to trim aid.

Nationally, the average hourly wage among renters is $14.32 this year compared with the $18.79 needed to afford an apartment at a fair-market rent, as defined by the U.S. Department of Housing and Urban Development, without spending more than 30 percent of income on housing, a National Low Income Housing Coalition report found in March. The $4.47 gap this year is wider than the $4.10 differential in 2012.  Read Full Article

View the video of Ronald Davis below:


When I am riding in my car and I see a homeless person, my heart goes out to them. I don’t care what their situation may be. Some may say that many of the homeless people standing outside asking for change or money are not homeless or lacking. Others may think they are just lazy, on drugs or using people to get by. All of those things could be true, however, who are we as people to judge? It is easy for people to point fingers and say, “Get up and get a job”, but it’s not that simple.  Like Ronald Davis stated in the video, people take one look at him and immediately dismiss him as a potential employee because of his situation and appearance.

Whenever I extend my hand to a homeless person, I give because for me its the right thing to do. I will continue to give when I can, and I challenge you to do the same.

10 Ways Therapists Go Wrong

It’s not uncommon for a client to enter my office with previous experiences in therapy elsewhere. When meeting a new client, I always make sure that I ask: “Tell me what you liked or did not like about therapy before. What worked? What didn’t work?”

I don’t want to offend a client in the same way another therapist may have and I really don’t want to waste time trying interventions that just don’t fit.

Here are some of the ways therapists have gone wrong, according to clients I have asked:

1. “They made me talk about _____ when I really needed to work on ______. ” 

Missing the mark.  Sometimes it is hard to not push our own agenda as therapists, especially when our knowledge and experience is telling us what clients really need to work on. Having buy-in from the client is crucial.  I think we explain why it may be important to discuss a certain topic, then clients are more receptive. Another common complaint here is digging up the past when unnecessary.

2. “They were late all the time.”

I have trouble understanding this one. Barring crisis situations, therapists need to respect and model time boundaries. I think 15 minutes is reasonable, but I’ve heard stories of clients consistently waiting over an hour. Frequent cancellations are another common complaint.

3. “I left their office feeling worse than when I came in.”

I think this could relate to unnecessarily digging up the past, but it also has to do with hope.  Of course there will be sessions where problems aren’t solved in 50 minutes, but homework and talking about future improvement is important. Effective therapy can bring up uncomfortable feelings, but hopefully with informed consent and some discussion, clients can learn to accept temporary discomfort as part of getting better.

4. “They wanted to pray during sessions.”

I hear pretty frequently about situations where the therapist tries to bring religion into therapy unsuccessfully. Many clients find religious practices to be a helpful adjunct to their treatment. However, we need to take care to be culturally competent and respectful of others’ religious beliefs. Remember that freedom of religion also means freedom to have no religion for many people.

5. “They relapsed.” or “They invited me to use with them”.

Self-care is so important for therapists, especially when they are in recovery from substance abuse or mental illness themselves. It can be really damaging to a client’s confidence that they will get better if even their expert therapist has failed. It is okay for therapists to have problems, but we are also responsible for demonstrating how to cope with these issues.  If you are having an acute substance abuse or mental health problem you need to get help, even if that means leaving your job until you are well enough to return.

6. “They fell asleep”

This one is hard for me to believe, but I’ve heard it several times. We all have clients who are depressed, flat, monotone or dull, but there is no excuse for falling asleep during a session. If you are so exhausted that you risk falling asleep during a session, then you need to get a strong coffee or cancel appointments for the day and rest up!

7. “It was too expensive.”

This is one that most therapists can’t avoid.  Truth is that overall, therapy is a luxury for most people. Offering sliding scale or case management to get appropriate healthcare resources can help.

8. “They didn’t seem accepting of _____.”

Just fill in the blank with anything remotely controversial. I’ve heard of clients who felt their therapist didn’t respect their sexual orientation, mixed race relationships, spiritual beliefs, culture, politics, you name it.  I think most therapists view themselves as being open minded, but everyone has their own bias and it can really show to sensitive clients. Refer to another provider if you need to.

9. “It seemed like they wanted to talk about their own problems.”

Sounds like a pretty classic self-care issue. It can be really helpful to disclose to clients your own experience, but this needs to be done very carefully and ideally after consult with a supervisor or colleague. If a client gets the feeling that you need them to listen to your problems, they probably will end up feeling like you can’t handle their issues. Not to mention feeling neglected themselves.

10.” They abandoned me.”

This is a by-product of our mental health system that has left too many therapists with the experience of showing up to work only to find a note on a locked door saying the company has closed. It is unfortunate that this happens because it can be so damaging for clients.  My first two jobs as a therapist ended abruptly and despite my attempts, I was forced to say goodbye to my clients with very short or no notice. I felt so guilty and awful that I wasn’t able to even make referrals for some clients to get set up with a different therapist elsewhere.

Ideally terminating the therapeutic relationship should involve wrapping up unresolved therapy issues, transferring to a new therapist, referral for community resources and a session to reflect back on the experience and say goodbye.  It is so rare in life that we get appropriate goodbyes in our relationships, so what a great experience to have if you can provide it.

I think what is most important is that we ask clients about their experiences and approach therapy as a collaborative process.  Checking in with clients periodically throughout treatment provides an opportunity for feedback.  If we are unaware of where we are going wrong, we can’t fix it.  What have your experiences been with helping clients who have dealt with some of these wrongdoings?

Coping with Adversity



Humpty Dumpty sat on a wall,

Humpty Dumpty had a great fall.

All the king’s horses and all the king’s men

Couldn’t put Humpty together again.

It takes a nursery rhyme to tell us that not all tragedies can be repaired. Relationships go afoul, jobs are lost, illness encumbers, lives being lost are all part of the human condition.

No one can escapes the vagaries of life, and dealing with adversity is a skill we must acquire in order to thrive. At some point, we all must face a seemingly insurmountable loss with some more than others. What then does one do when things cannot go back to as they were before?

The concept is resilience which is the capacity to cope with life’s challenges. It is the capacity to manage in the face of adversity the ability to survive and thrive. Several key ingredients play into one’s resiliency which include:

An appreciation that hardships, loss and indeed trauma are all factors in life.

The value of this appreciation is that when faced with a hardship and although reasonably affected, we understand that such makes up the fabric of the human condition. We are humbled by life as opposed to being simply overwhelmed and believing we are either above it or not subject to it. Thus we cope with difficulties beyond our control realizing that the bad is just as much a part of life as the good. There is no wallowing in pity although to grieve from loss would be normal.

We do not have control of everything, we maintain a sense of control over ourselves and our response to adversity.

Thus with things seemingly out of control, we take responsibility for ourselves, our role in life and our reactions to it. We are still active participants where at times, we must show flexibility to adapt and ability to change course in view of matters outside of ourselves that otherwise alter our plans or trajectories. We chose how we adapt and therein we can gain some sense of control in a world over which we have limited influence.

An understanding that we are social creatures, dependent, and interdependent on one another for survival.

If left truly to our own devices, few amongst us would ever have all the necessary skills for survival. We need each other be it for the most concrete of things such as food, water, shelter and clothing; to more abstract needs such as comfort, care and belonging. The degree to which we can avail ourselves of the support of others, the greater the likelihood we can adapt and survive. Thus resilience is as much a social construct as emotional and cognitive.

If you are having difficulty coping with a life event consider using these strategies to increase your resiliency:

  • Ask for help. No one person can shoulder the weight of every burden. Sharing the weight makes the burden lighter;
  • Put your event into a larger perspective even if it is seemingly a meaningless incident. Sadly, bad things do happen to good people. That too is a fact of life;
  • Take whatever small steps you can to manage in the situation.Something as seemingly trivial as self-care when overwhelmed can be a hardship. Do something, anything for yourself. Start where you can to bring some sense of control to yourself in a world that may otherwise seem chaotic.

These are only a few aspects of resilience, but they are the key ingredients for coping or overcoming adversity. Practice these, but if you need more help, consult a therapist.

Photo Credit: Original Posted on Flickr

Is Your Candle Burning from Both Ends: Examining Burnout and Self-Care


“You can’t help others until you first help yourself”. “Don’t burn your candle from both ends”.

I used to hate those cliches, but when it comes to therapist wellness, it’s true.

My first experience with burnout happened just 3 short months after graduating with my Master’s degree. I move across the country, and I dived head-first into the real-world of therapy. My eyes were opened to a whole new world of disillusionment that I could never have been prepared for.

I experienced an episode of burnout, and I know it won’t be my last.  Along the road to getting my licensure as a Licensed Professional Counselor (LPC), I encountered things that would make even the most resilient people burn out, if not get a little crispy around the edges.

  • I saw ethics violations and fraud that hurt clients and the entire mental health system is full of corruption.  I reported a provider to a licensing board, lost my job and relocated.
  • I’ve had 5 jobs in just over 2 years. I worked overtime at roughly $15 an hour with student loan debt weighing heavily in the back of my mind. One agency I worked for, closed suddenly overnight after a few weeks of my pay checks bouncing. I also had to pay for weekly supervision in order to keep my associate license.
  • I worked in homes with roaches, smells and sights that seemed to be right out of horror movies. I saw the effects of child abuse and sat back and felt hopeless when CPS couldn’t help. Poverty, inequality and suffering were in my face every day.
  • I got physically and verbally attacked by clients. I was providing services in rural areas where guns were prevalent and cell-phone service was not.
  • I frequently felt undermined by administrators. I was told that the letters after my name didn’t matter, even though I had worked so hard for them. I was told I needed to “earn my stripes” even though I had education, experience, and a license.
  • I was on-call for emergencies 24 hours a day, 7 days a week, 365 days a year. I came to associate my ringtone with crisis and would cringe when I heard it.

These things do not make me a martyr. These are the typical experiences of a new therapist.  I share them in the hopes of increasing awareness, decreasing the isolation and shame other therapists feel. I hope to open the door to discussions about how we can make systematic changes to make things better.

Improving the workplace for counselors, and in turn, improving services for clients with mental health needs will be a forever on-going process. This topic could easily be it’s own post, book, or series of books.

In the mean time, how will you stay healthy, engaged, and able to serve your clients?  Here is what has helped me along the way:

  • Embracing the inevitable and learning to recognize the signs of burnout. Burnout will happen. Be ready and keep a look-out.  It can mean feeling exhausted, numb, hopeless, helpless or depressed.  It could mean feeling anxious, panicked and unable to sleep.  Other signs include relief when clients cancel sessions, dreading going to work in the morning, client-blaming, or being sarcastic, cynical and resentful.
  • Receiving lots of supervision from other therapists.  One-on-one direction from therapists with more experience than me was priceless.  Group supervision also helped decrease my sense of isolation and boosted my confidence.
  • Becoming a regular therapy client. I believe therapy is effective for helping people cope with a stressful life.  That is why I’m a counselor, and it is also why I am not afraid to seek counseling for myself.
  • Taking steps toward basic self-care. Keep eating, exercising and sleeping habits healthy. Avoid alcohol and drugs.
  • Maintaining relationships with family and friends. Build your social support network. Stay connected to your community.
  • Taking time off. Get out of town or turning off the phone. It’s ok to un-plug and relax, even if it is just for a few minutes.
  • Seeing the big picture.  Every therapist has a vision and a reason they entered this field.  Remind yourself of it.

Pathway to Citizenship is good for North Carolina’s Economy

By Shoshannah Sayers, Deputy Director

no_human_being_is_illegalProviding a pathway to citizenship for undocumented immigrants could increase jobs and incomes in North Carolina, according to a new state-by-state analysis.

The nonpartisan Regional Economic Models Inc. examined the potential impact of the immigration-reform legislation that recently passed the U.S. Senate and found a positive effect in North Carolina.

According to the report, if undocumented immigrants in North Carolina get legal status,  it will boost productivity in the state by adding at least 3,421 more jobs in the first year.

In 2014, the expansion would add more than $500 million to Gross State Product and increase personal income by $290 million.

At a time when  NC loses its prestigious placement in CNBC’s Top 10 States for Business Growth , comprehensive immigration reform could be a pathway out of economic woes as well.

At the national level, the study estimates that “the Pathway to Legal Status policy will increase total United States employment by 123 thousand in 2014, increasing to 594 thousand net new U.S. jobs by 2018. Gross domestic product is expected to increase by $10.32 billion in 2014 and $49.93 billion in 2018. As the policy does not change the number of immigrants, but only affects the legal status of current, undocumented immigrants residing in the U.S., the total number of actual people living in the U.S. is not significantly affected by this policy. Employment increases as a result of the Pathway to Legal Status policy, as wage gains and corresponding productivity increases add to U.S. economic activity. In 2014, personal income rises by more than $19 billion, gross domestic product (GDP) goes up $10 billion, and employment increases by 123 thousand.”

This appears to be a situation where a rising tide lifts all boats.

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For more information on your State, visit the study  or Public News Service for coverage of the results in other states. .

5 Do’s and Do Not’s of Interviews

There are several postings available on things to say to land the interview, how to dress or how to shake hands, but what about things the employer should do or not do?

Living and trying to find employment in this market is difficult across the globe and recent graduates struggle to find their first job. The search for the prefect candidate is difficult.  Being a part of the caring profession, most interviewees are assessing each agency or office the same way they were trained to look at clients and family systems.

This post is meant to shine a light on some major employment faux pas that have taken place in several work places to a number of working professionals.  Therefore, a list of the top five do’s and do not’s has been created.

DO ask the applicant about their unique approach

The applicant is looking for the space to discuss their style and their theoretical framework, most social workers and mental health professionals have an area they are passionate about, this question leads the applicant to discuss in greater detail the accomplishments they have made in their prior work

DO NOT ask about the relational status of the applicant

The employer does not need to know about a pending nuptial or a broken marriage in the hiring process, in fact this line of questioning is illegal. The unfortunate part is that the topic can come up in conversation in narrative style interviews and there is where the waters get a little murky.

DO talk about goal planning and the future goals of the applicant

This question does two things, it assesses how long an applicant is planning on working with the company, and it gives the employer the opportunity to look for specialties they may be able to offer in the future with the applicant.

DO NOT probe for information about babies and family planning

Questions like: “Do you have children?” Or “Oh did you just get married, that’s why you need health insurance” these questions are against the law and even if the goal of the employer is to connect with the applicant over a commonality it is an invasive and unnecessary in any meeting to discuss future employment.

DO discuss the agencies culture and how the applicant sees themselves working with the company

Discuss what it is like to work with the staff and how the agency works, this leads into social skills and the interactive component of working with others, this question assesses teamwork and it hints to the way an applicant may work with their clients.

DO NOT ask targeted race related questions

Questions about a last name, the applicants coloring or asking if the perspective employee is of a specific race are all questions that are unnecessary and illegal.

DO talk about ways to support the applicant and their thoughts on what support looks like

Discuss trainings and support the company offers their employees. This question moves into educational support as well as supervision and self-care, all extremely important in preventing burnout and increasing workplace satisfaction.

DO NOT ask or probe for information about the applicant’s age

Questions about graduation dates, or insinuations based upon the applicant’s appearances are not welcomed and are considered discriminatory.

DO ask questions based off of the resume and application

Questions about specific experiences are appreciated because they provide the platform for the applicant to sell themselves and provide to the employer a better snapshot of your level of competency.

DO NOT inquire about the mental status of the applicant

This is a question that comes up more in the helping profession than anywhere else. For many clinical directors conducting interviews, it is important to remember that the interviewee is NOT a client. Asking off putting questions about possible diagnoses are off putting, illegal, and do not sell the company as a possible referral site once the interviewee lands a job elsewhere.

These are not only invasive they are against the law, click on this link for a complete listing of illegal questions and the laws in the United States of America.

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