Anxiety, Workplace Stress and PTSD: HR’s Accommodation And Performance Management Roadmap
|Date / Time:
Mental disabilities may not be as readily apparent as physical ones, so your obligations to provide reasonable accommodations for conditions such as anxiety, post-traumatic stress disorder (PTSD), and stress aren’t always clear-cut. But, legally, your responsibilities are the same.
When must you accommodate an anxious or stressed-out employee under the Americans with Disabilities Act (ADA)? How long do you keep an employee’s job open? What if your workplace is the cause of the worker’s stress or anxiety? And, perhaps most crucially, what should you do when you suspect a mental condition is affecting an employee’s job performance?
Join us for an in-depth webinar on this complicated and important issue. Our speaker, an experienced employment law attorney, will cover requests for reasonable accommodation and provide strategies for dealing with performance issues relating to anxiety disorder, post-traumatic stress disorder (PTSD), and other mental health-related conditions.
About Your Presenter
- When anxiety disorder, PTSD, and other mental conditions are protected under the ADA
- What documentation you can request from an employee regarding the disability and need for a reasonable accommodation
- What to do when an employee says that performance or attendance issues are related to workplace stress
- Case studies of recent situations involving anxious workers
- Types of workplace accommodations a doctor may recommend for someone undergoing treatment for anxiety or other mental conditions
- What to do if an employee has a panic attack while at work, or claims he or she can’t report to work because of one
- When a requested accommodation for an anxiety disorder is likely to be considered an undue hardship for an employer
- How FMLA protects both employees with anxiety disorder and those caring for family members with this condition
- When anxiety disorder is considered a serious health condition entitling an employee to block, intermittent, or reduced-schedule FMLA leave
- How to deal with performance issues and safety concerns that may arise when an employee’s medication affects his or her ability to perform job duties
- Practical steps you can take to help anxious employees manage workloads, meet deadlines, reduce stress, and boost performance
- How to engage in an interactive dialogue with someone who’s protected under ADA as a result of an anxiety-based mental disability and identify reasonable accommodations that will enable the employee to perform essential job functions
Patrice Nagle, Esq.
Fisher Phillips LLP
Patrice Nagle is based in Fisher Phillips’ San Diego office where her practice involves representing and counseling employers in all aspects of labor and employment law, including wrongful termination, employment discrimination, workplace harassment, retaliation, employment handbook and personnel policy preparation, and general preventive advice. Prior to joining Fisher Phillips, Ms. Nagle was an associate at a San Diego based law firm specializing in the representation of public school districts and private education institutions. During this time, she gained experience litigating matters in state and federal courts, state administrative tribunals, such as the Office of Administrative Hearings, and in arbitration.
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This presentation is also available in a recorded format, in On-Demand version, as shown in the pricing options below.
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at work immediately after the session ends!
And though with recorded versions you do lose the ability to ask questions, you gain the ability to hear the presentation numerous
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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:|
anxiety, PTSD, workplace stress, ADA, FMLA
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