Mental Health Conditions in the Workplace and the ADA

webinar Mental Health Conditions in the Workplace and the ADA

You Will Learn:

  • Best practices to determine whether an individual has as an psychiatric (mental) disability,
  • How to handle qualification issues, and
  • How your organization can determine whether a reasonable accommodation exists, or if there’s an undue hardship or direct threat.
Watch the pre-recorded web conference
$269.00
 

Can you fire an employee because of their mental health condition? What if it affects their job peformance?

ADA charges and lawsuits involving mental health conditions have dramatically increased since the expansion of the Americans with Disabilities Act (ADA) by the ADA Amendments Act (ADAAA) and the EEOC’s ADAAA regulations.

In fact, in FY 2016 the EEOC resolved almost 5,000 charges based on mental health conditions and obtained approximately $20 million for those claimants alone.

The population of employees now considered disabled has greatly expanded, and a growing number of claims now concern mental health conditions, including:

  • Anxiety, Stress and Bipolar Disorder
  • Post-Traumatic Stress Disorder (PTSD)
  • Autism Disorders
  • Obsessive Compulsive Disorder (OCD)
  • Schizophrenia and Major Depressive Disorder

Are you sure you’re up to speed?  If not, you’re at risk for costly litigation and non-compliance issues.

Learning Objectives

Find out how to comply with the law’s multifaceted obligations in this comprehensive webinar.  In just 75-minutes our employment law experts will explore:

  1. Best practices to determine whether an individual has as an psychiatric (mental) disability,
  2. How to handle qualification issues, and
  3. How your organization can determine whether a reasonable accommodation exists, or if there’s an undue hardship or direct threat.

This compliance focused course will also provide you with the tools to:

  • Assess whether an individual has a covered intellectual disability
  • Determine if the individual is qualified for their position
  • Successfully navigate the interactive process
  • Handle requests for employee medical information, examinations, and documentation (and what employers should never request)
  • Decide when and how a “fitness for duty” exam may be used

Product ID: 15151

Bonus Material

Plus, you get the NEW and EXCLUSIVE eLearning module – Job Descriptions: Key Points for ADA, FLSA & FMLA Compliance – a $87 value – absolutely FREE!

Jam-packed with compliance guideline, this quick-study compliance course will help you:

  1. Identify the importance of having a clear job description in your organization
  2. Learn the concepts of ADA compliance as it pertains to job descriptions and its impact to recruitment
  3. Recognize the importance of incorporating FMLA regulations in every job description
  4. Identify the difference between a compliant and non-compliant job description

In just 20 minutes, this high-impact course will provide you with the answers to such key questions as:

  • Why do organizations need to formulate a job description?
  • When should job descriptions be prepared?
  • What do job descriptions need to include?
  • What “Legal Aspects” do we need to consider?
    • FLSA Considerations
    • ADA Considerations
    • FMLA Considerations

 

Learn How to Manage the Interactive Process and Stay in Compliance!

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Faculty

Maxine Adams
Maxine Adams
Associate, Epstein Becker & Green, P.C.

Maxine Adams is an Associate in the Employment, Labor & Workforce Management practice, in the Washington, DC, office of Epstein Becker Green. Prior to joining Epstein Becker Green, Ms. Adams interned for the New York State Department of Labor, where, among other things, she researched worker misclassification issues.

Frank C. Morris, Jr.
Frank C. Morris, Jr.
Member of the Firm, Epstein Becker & Green, P.C.

Frank C. Morris, Jr. is a Member of the Firm in the Litigation and Employee Benefits practices, heads the Labor and Employment practice in the Washington, DC, office, and co-chairs the firm's ADA and Public Accommodations Group.

Continuing Education Units

  • hrci

    HRCI – Receive 1.25 recertification credit hours toward PHR and SPHR recertification through the Human Resource Certification Institute (HRCI). For more information about certification or recertification, please visit the HRCI homepage at www.hrci.org.

    “The use of this seal is not an endorsement by the HR Certification Institute of the quality of the program. It means that this program has met the HR Certification Institute’s criteria to be pre-approved for recertification credit.”

  • shrm

    C4CM is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for 1.50 PDCs for the SHRM-CPSM or SHRM-SCPSM. For more information about certification or recertification, please visit www.shrmcertification.org.

Learn How to Manage the Interactive Process and Stay in Compliance!

Get it on demand now

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