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Workplace Mental Health: How to Address Employee Mental Health Issues Due to Stress, Anxiety, and PTSD and Avoid Any Legal Backlash - On-Demand

Workplace Mental Health: How to Address Employee Mental Health Issues Due to Stress, Anxiety, and PTSD and Avoid Any Legal Backlash - On-Demand

Product Code: YEWA061720A

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Workplace Mental Health: How to Address Employee Mental Health Issues Due to Stress, Anxiety, and PTSD and Avoid Any Legal Backlash - On-Demand

Webinar now available On-Demand.

WEBINAR SNAPSHOT: In an increasingly stressful era with a global pandemic, this webinar will provide clarity for navigating how best to identify employees’ mental health issues that qualify for ADA accommodations; how to ensure continued job performance, even at a distance; and how to provide support for employees suffering from stress and other mental health issues exacerbated the pandemic.

Mental illness in the workplace is an issue for employers and employees even in the best of times. With the current pandemic ravaging health systems and economies, many are overwhelmed with stress and anxiety. There are those who are on the front lines—essential workers in such areas as healthcare, grocery stores, or delivery drivers—and these workers must be on constant alert about their contact with others and staying safe. But even for distance workers, who are isolated and working from home or remotely, the isolation and lack of camaraderie or easy collaboration of the “normal” workplace can be stressful.

Those with existing mental health issues are now being overstretched more than ever. Among the many challenges for HR is how to navigate these issues that affect workers such as anxiety, stress, and PTSD. Knowing how to identify these issues and when to accommodate them under the Americans with Disabilities Act (ADA) can be a conundrum for HR.

  • If you are providing ADA accommodations, what expectations can you have about job performance from employees with mental illness issues? 
  • 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? 
  • How do you best deal with a worker you suspect is having some mental illness issues related to stress, anxiety, or PTSD?
  • And what should you do when you suspect a mental condition is affecting an employee’s job performance?

Mental illness disabilities are rarely as readily apparent as physical ones—especially when employees don’t come to you to reveal them—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. And, if you care about your workers, you want them to be able to alleviate stress and anxiety to better handle their job duties.

Use this on-demand webinar on this complicated and important issue and get guidance on how best to support your employees without making legal missteps, and while keeping your operation working smoothly.

At the conclusion of this program, participants will be able to:

  • Reach out to employees who are working from a distance, and keep communication open to encourage a sense of being part of the organization 
  • Understand the pressures of people who are working on the “front lines” during the Coronavirus pandemic, and be ready to provide accommodations when warranted
  • Recognize the symptoms employees with mental health disorders may exhibit—including major depressive, bipolar, and anxiety disorders, such as PTSD, OCD, and panic disorder) 
  • Know when anxiety disorder, PTSD, and other mental health disorders are protected under the ADA 
  • Learn about workplace accommodations a doctor may recommend for someone undergoing treatment for anxiety or other mental conditions 
  • What you need to ask when addressing the limitations an employee with a mental health disorder may be experiencing 
  • Understand what medical documentation you may legally ask for regarding a mental health-related disability before determining if an accommodation request should be granted  
  • Know how to approach a worker who you suspect may be suffering from some form of mental illness that affects his or her job, and when you should not approach
  • Get examples of common accommodations that may be possible for employees with mental health disorders—and when a requested accommodation would likely be deemed an undue hardship
  • Learn the legal trouble spots to watch for when denying a request for accommodation or disciplining an employee with a mental health disorder 
  • Learn what types of leave that could be required under the ADA or FMLA due to mental health impairments, such as PTSD, depression, or anxiety
  • Determine 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 Presenters

Jonathan R. MookJonathan R. Mook, Esq.

Jonathan Mook is a nationally recognized practitioner in employment law and has written two treatises on the Americans with Disabilities Act, Americans with Disabilities Act: Employment Rights and Employer Obligations and Americans with Disabilities Act: Public Accommodations and Commercial Facilities, both published by LexisNexis. He represents employers and businesses on matters relating to employment law, business torts and business disputes.

Mook frequently counsels employers on issues involving compliance with the ADA and accommodating disabled employees, as well as other employment related matters. He is a co-editor of the Mid-Atlantic Employment Law Letter and on the Editorial Board of Bender’s Labor & Employment Bulletin, to which he is a regular contributor. Mr. Mook is included in Best Lawyers in America (2019) for employment law.

Mook is a member of the Virginia and District of Columbia Bars, and is a member of the Labor & Employment Law Section of the District of Columbia Bar and has been a member of the Alexandria Commission on Persons with Disabilities. He earned his Juris Doctor from Yale Law School.

Debra KissenDr. Debra Kissen, Ph.D., M.H.S.A.

Dr. Debra Kissen is the Executive Director of Light On Anxiety Treatment Center CBT Treatment Center. Kissen specializes in Cognitive Behavioral Therapy (CBT) for anxiety and related disorders. Kissen is the author of the Panic Workbook for Teens and is an active contributor to the Huffington Post and shares information on empirically supported treatment for anxiety and related disorders. Kissen also has a special interest in the principles of mindfulness and their application for anxiety disorders. She has presented her research on CBT and mindfulness-based treatments for anxiety and related disorders at regional and national conferences.

Kissen is co-chair of the Anxiety and Depression Association of America Public Education Committee.  She was the recipient of the 2018 Anxiety Depression Association of America Member of Distinction Award and is a Clinical Fellow with this organization.

Derek Conn, LPCDerek Conn, LPC

Derek Conn is a Licensed Professional Counselor and certified CBT for Anxiety & OCD specialist having completed the extensive clinical training program through the Center for Anxiety Training.  He received his degree from the Chicago School of Professional Psychology.  Conn specializes in working with children, teens, and adults with anxiety-related issues, OCD, ADHD, work stress management, and trauma using CBT and techniques to craft individualized treatment plans.

Conn has experience working in a variety of clinical settings including a residential group home for teenagers, IOP/PHP programs, and a community mental health center. He also has experience working for an Employee Assistance Program providing therapeutic support and coping skills to professionals in a variety of industries. He believes that through Cognitive Behavioral Therapy, with supplemental techniques such as mindfulness, individuals can begin to understand themselves and their symptoms, and relief is possible if the issue is addressed.