Depression in California Workplaces: Strategies for Seamlessly Handling FMLA/CFRA Requests and ADA/FEHA Accommodations
|Date / Time:
Mental disabilities under the Americans with Disabilities Act may include depression, anxiety, and other potentially debilitating mental ailments.
California's Fair Employment and Housing Commission recently adopted expansive new regulations governing disability discrimination claims and accommodations for pregnant employees. The regulations, now in effect, broaden the types of "conditions of pregnancy" for which workplace accommodations will be required - even if they don't involve a pregnancy-related disability.
From a practical standpoint, that means employers may have increased obligations concerning accommodations for employees who take leave for childbirth and have delayed return due to post-partum depression.
Also, in May 2013, the EEOC issued guidance on mental health professionals' role in helping an employer with the reasonable accommodation process concerning employees with mental ailments.
To successfully handle performance deficiencies, designate intermittent and block time off, or grant accommodations due to depression, you must be able to artfully master your obligations under FEHA, FMLA, and the CFRA.
Participate in this interactive webinar for California employers, and you'll learn:
- How to tell if a depressed employee is "disabled" under the ADA's mental impairment definition and under FEHA
- What you should know about the EEOC's recently issued guidance on the role of mental health professionals in assessing accommodations for mental conditions
- The game plan for handling a depressed employee you believe may be protected under the ADA/FEHA
- Best practices for protecting your organization against "regarded as disabled" claims in California
- How to tell if depression substantially limits an employee from performing one or more major life activities
- Whether depression is generally a covered disability if it's the result of an underlying medical condition or due to an emotional trauma
- Dos and taboos if you suspect an employee is suffering from depression and/or another mental disability
- The medical inquires, limited examinations, and documentation you may legally request that an employee provide
- Examples of when a job-protected leave of absence would likely be considered a reasonable accommodation
- How to respond to erratic attendance and persistent tardiness, including when to raise potential FMLA/CFRA leave as an option
- How to successfully manage intermittent leave for chronic depression and curb potential FMLA/CFRA abuse related to depressed workers
- When you may legally discipline or terminate an employee with depression without sparking liability under federal and California disability and leave laws
- And much more!
In just 90 minutes, you'll learn practical strategies for handling leave and disability accommodation requests from employees suffering from depression. Register now for this informative event for HR professionals in California.
About your presenter:
Attorney Patricia Eyres is the managing partner of Eyres Law Group, LLP, a specialized law practice focusing exclusively on helping employers in the areas of labor, employment, and education law. Her clients range from Fortune 500 companies to small businesses, school districts, and public agencies. In addition to guiding employers through the maze of risks associated with workplace discrimination, harassment, and retaliation claims, she is an expert on return-to-work, reasonable accommodation, and leave of absence compliance.
Cannot Attend The Live Presentation?
This presentation is also available in a recorded format, in CD version, as shown in the pricing options below.
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|Licenses / Designations / Educational Credits:||PHR / SPHR Re-Certification Credits|
All US States: 1.5
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|Keywords For This Course:|
ADA, FMLA, Mental Illness, Depression, CFRA, EEOC, FEHA
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