The ADA covers psychiatric as well as physical disabilities, but employers often focus on the physical. This 60-minute webinar on psychiatric issues at work sets out the employment rights of people with psychiatric disabilities and what employers owe them under the ADA and related laws.
With an emphasis on workplace accommodation, you'll look at how the ADA Amendments Act broadened the definition of disability, when someone with a psychiatric disability is qualified for a job, and when safety concerns trigger the direct threat analysis.
The session also covers discrimination, disparate treatment and disparate impact, leave and attendance, medication and substance abuse, permissible inquiries and medical exams, co-worker concerns and case examples.
Employers must accommodate qualified employees with mental impairments unless it causes undue hardship or the employee poses a direct threat. Knowing which concerns are valid, and how far your duties go, helps you avoid legal trouble while keeping the workplace safe and productive.
It suits HR directors, managers, hiring managers, executives, business owners, safety officers and compliance officers in any industry.
Employers must accommodate qualified employees with mental impairments unless it causes undue hardship or the employee poses a direct threat. Knowing which concerns are valid, and how far your duties go, helps you avoid legal trouble while keeping the workplace safe and productive.
It suits HR directors, managers, hiring managers, executives, business owners, safety officers and compliance officers in any industry.
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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