Piglet, this is all speculation for me since I've only supervised once. And it was in a fast food joint. Honestly? I don't know about the first question. IT would depend on where that person is in their recovery, and what other factors make up that person.

I don't think AGE of who they are working with has anything to do with it. When I first read your questions, it seemed like instead of PTSD, it was a person who once was charged/convicted of molestation. So, for me, overall, I would have to think about the first question since I would know about the PTSD before hand. But if I already had that person as my employee, then I would help them as much as I could to have them recover.

All of these questions are going to be answered by PTSD'ers though Piglet. I, for one, know the benefits that come with recovering from ptsd. So of course, I would be more open to it.

Piglet, have you answered these questions? Would you hire someone with ptsd?

Now for the third question, if that person had a perfect record and only looked at the facts, (ie. being absent, work performance, tardiness, etc) there is nothing that I would be able to do to "fire" that person. Besides, why would I want to when they are dependable, honest, hard working person?