Title I of the ADA and related laws were written with both physical and psychiatric disabilities in mind, yet employers tend to focus on physical ones. This 90-minute webinar on employees with psychiatric illness explains the rights of these employees and the employer's legal responsibilities.
The emphasis is on workplace accommodations. You'll look at how the broader definition of disability under the ADA Amendments Act (ADAAA) affects people with psychiatric conditions, when a person is qualified for a job, and when safety concerns arise and the direct threat standard applies.
You'll also cover leave and attendance, medication and substance abuse, permissible inquiries and medical exams, co-worker issues, case examples and resources.
WHY SHOULD YOU ATTEND?
The ADA requires reasonable accommodations for qualified individuals with mental impairments that substantially limit major life activities, unless that causes undue hardship or the employee poses a direct threat. Knowing which concerns are valid, and what your obligations are, helps prevent tragedy and legal trouble while keeping the workplace safe and productive.
It suits HR directors, managers, hiring managers, executives, business owners, safety officers and compliance officers.
AREA COVERED
- Mental illness in the workplace: trends and statistics
- Applicable laws: the ADA, the Rehabilitation Act, executive orders and others
- Discrimination, disparate treatment and disparate impact
- ADA definition of disability and the ADAAA
- Reasonable accommodation and undue hardship
- Direct threat and workplace safety and violence issues
- Leave and attendance issues
- Medication and substance abuse
- Permissible inquiries and medical exams
- Co-worker questions and issues
LEARNING OBJECTIVES
- Identify the laws that protect employees with psychiatric disabilities
- Apply the ADA definition of disability as broadened by the ADAAA
- Determine reasonable accommodations and when undue hardship applies
- Assess safety concerns under the direct threat standard
- Make permissible inquiries and handle leave, attendance and medication issues
- Respond appropriately to co-worker questions and concerns
WHO WILL BENEFIT?
- HR directors
- Managers
- VP's
- Hiring managers
- CEOs
- COOs
- Business owners
- Senior management
- Safety officers
- Compliance officers
The ADA requires reasonable accommodations for qualified individuals with mental impairments that substantially limit major life activities, unless that causes undue hardship or the employee poses a direct threat. Knowing which concerns are valid, and what your obligations are, helps prevent tragedy and legal trouble while keeping the workplace safe and productive.
It suits HR directors, managers, hiring managers, executives, business owners, safety officers and compliance officers.
- Mental illness in the workplace: trends and statistics
- Applicable laws: the ADA, the Rehabilitation Act, executive orders and others
- Discrimination, disparate treatment and disparate impact
- ADA definition of disability and the ADAAA
- Reasonable accommodation and undue hardship
- Direct threat and workplace safety and violence issues
- Leave and attendance issues
- Medication and substance abuse
- Permissible inquiries and medical exams
- Co-worker questions and issues
- Identify the laws that protect employees with psychiatric disabilities
- Apply the ADA definition of disability as broadened by the ADAAA
- Determine reasonable accommodations and when undue hardship applies
- Assess safety concerns under the direct threat standard
- Make permissible inquiries and handle leave, attendance and medication issues
- Respond appropriately to co-worker questions and concerns
- HR directors
- Managers
- VP's
- Hiring managers
- CEOs
- COOs
- Business owners
- Senior management
- Safety officers
- Compliance officers