How often have we thought of a mass shooting at a workplace, or other work-related catastrophes thinking we knew or should have seen it coming?
How concerned are you about increasing mental health issues in the wake of the pandemic?
Should we see these and other issues coming? Should we address them? Probably.
Of course, that’s easier said than done. The Americans with Disabilities Act requires employers to provide reasonable accommodations to qualified individuals with disabilities, including those with mental impairments, that substantially limit their major life activities--unless the accommodation causes an undue hardship on the employer; or the employee poses a direct threat either to his safety or the safety of others. But what does all that really mean? When interacting with employees with psychiatric conditions, which fears and concerns are valid? How should employers address these concerns, especially in light of the increase in and devastating damage caused by incidents of workplace violence? How do you know when someone has a psychiatric illness or is just going through temporary stress? If it’s temporary stress, can it cross the line and become a more long-term psychiatric issue? For many, the COVID-19 pandemic has left lasting medical, physical and mental effects.
Join this webinar with our expert Janette Levey Frish, where she will discuss the employment rights of persons with psychiatric disabilities and conversely the employer’s responsibilities toward those employees under the ADA and other applicable laws, with emphasis on workplace accommodations.
Mental Illness in the Workplace: Trends and Statistics
Applicable Laws (ADA, Rehabilitation Act, Executive Orders, among others)
Potential Legal Issues: Discrimination, Disparate Treatment, Disparate Impact;
Americans with Disabilities Act (Definition of Disability, Reasonable Accommodation, Undue Hardship, Direct Threat;
Workplace Safety/Violence Issues;
Leave and Attendance Issues;
Permissible inquiries, medical exams;
Co-worker questions and issues.
The impact of the COVID pandemic on mental health and obligations to accommodate.
Why you should attend:
When one or more of your employees does have a psychiatric illness, what are your obligations? Not knowing the answers to these questions could guarantee you legal trouble. By becoming aware of your responsibilities, you can take your first steps toward preventing tragedy, ensuring a productive, engaged workforce and safe workplace, and that you are protected against legal liability.
Who Should Attend?
*You may ask your Question directly to our expert during the Q&A session.
** You can buy On-Demand and view it at your convenience.
Janette Levey Frisch has over 20
years of legal experience, more than 10 of which she has spent in Employment
Law. It was during her tenure as sole in-house counsel for a mid-size staffing
company headquartered in Central New Jersey, with operations all over the
continental US, that she truly developed her passion for Employment Law.
Janette operates under this core
belief: It is possible, and it is in an employer’s best interest, to proactively
solve workforce challenges before they become problems, before they result in
lawsuits or steep fines caused by government audits.
Janette works with employers on
most employment law issues, acting as the Employer’s Legal Wellness
Professional — to ensure that employers are in the best position possible
to avoid litigation, audits, employee relations problems, and the attendant,
often exorbitant costs.
Janette authors the firm’s weekly blog, where you can
read each week, in plain English (not legalese) about issues impacting
Janette has written articles on many different employment law
issues for many publications, including EEO Insight, Staffing Industry Review,
@Law, and Chief Legal Officer.
has served on the Workplace Violence Prevention Institute, a multidisciplinary
task force dedicated to providing proactive, holistic solutions to employers
serious about promoting workplace safety and preventing workplace violence.
Janette has also spoken and
trained on topics, such as Criminal Background Checks in the Hiring Process,
Joint Employment, Severance Arrangements, Pre-Employment Screening among many,
Edupliance is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for 1.5 PDCs for the SHRM-CPSM or SHRM-SCPSM. For more information about certification or recertification, please visit www.shrmcertification.org.
This webinar has been approved for 1.5 HR (General) re-certification credit hours toward California, GPHR, HRBP, HRMP, PHR, and SPHR recertification through the HR Certification Institute. The use of this seal is not an endorsement by the HR Certification Institute of the quality of the activity. It means that this activity has met the HR Certification Institute’s criteria to be pre-approved for re-certification credit.