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.
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.
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.
Janette Levey Frisch
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 …
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