NEW YORK TIMES: …It is a nightmare for any employer: what to do with a volatile, constantly aggrieved worker who has had angry, even frightening confrontations with fellow workers — yet has committed no crime. Because he had no convictions and had not been adjudicated mentally ill, Mr. Flanagan was able to legally purchase from a licensed dealer the Glock 19 handgun used in the killings after passing a background check in June, federal officials said.
At a news conference on Thursday, the station manager of WDBJ was asked if there was anything more the station could have done to protect its workers. “We can probably screen more,” the manager, Jeff Marks, said, though he went on to speak about how difficult it is to get an honest reference from a former employer…
On the other hand, they must tread carefully with employees who may have mental health problems. The federal disabilities act prohibits discrimination against disabled people, including those with mental illness… (more)
EDITOR: Most companies these days follow a policy of only confirming that someone was employed and giving the dates of their employment. They pass on their problem employees to the next company.
Moreover, some who are discharged nurture a grudge whether justifiable or not. Fortunately, the law provides a ready pathway for processing their claims. This may actually save lives since it permits a constructive vent.
“The federal disabilities act prohibits discrimination against disabled people, including those with mental illness”
Another fine example of how the ADA is misguided and problematic.