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Anxiety, Stress, and PTSD: HR’s ADA Accommodation and Performance Management Roadmap - On-Demand

Anxiety, Stress, and PTSD: HR’s ADA Accommodation and Performance Management Roadmap - On-Demand

Product Code: YEWA050719D

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Anxiety, Stress, and PTSD: HR’s ADA Accommodation and Performance Management Roadmap - On-Demand

Webinar now available On-Demand.


WEBINAR SNAPSHOT: Learn how to manage your employees’ mental health conditions, accommodate according to ADA regulations, and avoid discrimination claims that could result when anxiety, stress, and PTSD affect workers.


 

When it comes to accommodating workers affected by mental health issues such as anxiety, stress, or PTSD, employers have a lot of questions about their obligations and balancing those with the best interest of the business:

When are you required to accommodate these employees under the Americans with Disabilities Act (ADA)? 

  • What expectations can you have about job performance from employees with these disabilities?
  • If you provide leave as an accommodation, how long do you keep an employee’s job open? What if your workplace is the cause of the worker’s stress or anxiety? Can signs of depression and stress be potential indicators of employees considering violence against themselves or others?
  • And, perhaps most crucially, what should you do when you suspect a mental condition is affecting an employee’s job performance?

One of the challenges for HR is that mental disabilities are rarely as readily apparent as physical ones, so your obligations to provide reasonable accommodations for conditions such as anxiety, PTSD, and stress are not always clear-cut. But, legally, your responsibilities are the same.

Use this on-demand webinar on this complicated and important issue. You will learn how to handle requests for reasonable accommodation and know when an accommodation will work, and when it won’t help job performance.  

After attending this webinar, you will be able to: 

  • Symptoms employees with mental health disorders may exhibit—including major depressive, bipolar, and anxiety disorders, such as PTSD, OCD, and panic disorder
  • When anxiety disorder, PTSD, and other mental health disorders are protected under the ADA
  • Types of workplace accommodations a doctor may recommend for someone undergoing treatment for anxiety or other mental conditions
  • Questions to consider when addressing the limitations an employee with a mental health disorder may be experiencing
  • What medical documentation you may legally ask for regarding a mental health-related disability before determining if an accommodation request should be granted 
  • Examples of common accommodations that may be effective for employees with mental health disorders—and when a requested accommodation would likely be deemed an undue hardship
  • Legal trouble spots to watch for when denying a request for accommodation or disciplining an employee with a mental health disorder
  • Types of leave that could be required under the ADA or FMLA due to mental health impairments, such as PTSD, depression, or anxiety
  • When you need to treat your employee with a mental disorder the same as you would any other employee who is not performing the job properly and why you need to document each step taken
  • And much more!

About Your Presenter

Sarah ZimmermanSara Zimmerman, Esq.
Associate
Fisher & Phillips LLC

Sara Zimmerman is an associate in Fisher Phillips’ Irvine, California office. Her practice includes representing employers in all areas of labor and employment law, with a focus on defending against claims of discrimination, harassment, wrongful termination, failure to accommodate a disability, failure to engage in the interactive process, and wage and hour issues on both an individual and representative or class basis. She also represents employers before administrative agencies, including the US Equal Employment Opportunity Commission (EEOC), the California Department of Fair Employment and Housing (DFEH), and the California Department of Industrial Relations, Division of Labor Standards Enforcement (DLSE). Ms. Zimmerman has experience resolving matters at all stages, ranging from pre-litigation demands to mediation to successfully obtaining a defense verdict at trial. She prides herself on having an adaptable, flexible, and case- and client-specific approach to defending employers. In 2014, she earned her Juris Doctor degree cum laude from Fowler School of Law at Chapman University. While in law school, she was an award-winning member of the school’s Moot Court team and competed throughout the country.

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