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Anxiety, Workplace Stress, And PTSD In California: HR’s ADA/FEHA Accommodation And Performance Management Roadmap

Webinar: ID# 1026285
Recorded On-Demand
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About This Course:
When must you accommodate an anxious or stressed-out employee under the Americans with Disabilities Act (ADA) and California’s Fair Employment and Housing Act (FEHA)?

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?

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 are not always clear-cut. But, legally, your responsibilities are the same.

Join us for the latest on your legal obligations concerning stressed out, anxious workers who may be suffering due to ancillary mental conditions, such as post-traumatic stress disorder or depression.

Danielle Moore, a skilled California-based employment attorney, will show you how to master the practical challenges that arise in workplaces every day concerning time off, requests for accommodation, and other issues when employees are stressed out or in a panicked state.

You’ll learn:
  • The practical impact of a recent California ruling on obligations to accommodate stressed out employees’ transfer requests
  • When anxiety disorder, PTSD, and other mental conditions are protected under the ADA/FEHA
  • How to distinguish between generalized anxiety and “panic attacks,” without overstepping medical privacy standards
  • The limits on what you can ask for in terms of documentation when an employee claims he or she is entitled to disability protection under state and federal law
  • The game plan for addressing a claim that workplace stress is behind an employee’s performance, conduct, or attendance issues
  • What to do if an employee has a panic attack while at work or claims the reason s/he can’t report to work is because of panic attacks
  • How to deal with performance issues and safety concerns when an employee is on treatment medication
  • How to handle claims that non-industrial PTSD—from military service or other life experiences—is interfering with his/her ability to perform essential job functions
  • How FMLA/CFRA impacts employees with anxiety disorder or PTSD and those caring for family members with this or a similar diagnosis
  • Tips for helping employees perform when fatigue, concentration, short-term memory, or cognitive functioning is impacted
Don’t miss this all-new webinar that will teach you how to manage accommodation requests related to workers with anxiety, stress, and PTSD!
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Anxiety, Workplace Stress, And PTSD In California: HR’s ADA/FEHA Accommodation And Performance Management Roadmap
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