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.
WHY SHOULD YOU ATTEND?
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.
AREA COVERED
- Mental illness in the workplace: trends and statistics
- Applicable laws: the ADA, the Rehabilitation Act, executive orders and others
- Potential legal issues: discrimination, disparate treatment and disparate impact
- The ADA: definition of disability, reasonable accommodation, undue hardship and direct threat
- Workplace safety and violence issues
- Leave and attendance issues
- Medication
- Substance abuse
- Permissible inquiries and medical exams
- Co-worker questions and issues
LEARNING OBJECTIVES
- Explain how the ADA, ADAAA and related laws define and address psychiatric disabilities
- Describe the extent and limits of the duty to accommodate employees with psychiatric issues
- Identify practices that can lead to discrimination claims under federal law
- Determine when undue hardship or direct threat is a valid defense
- Balance accommodation duties with a safe workplace for co-workers, customers and the public
WHO WILL BENEFIT?
- HR Directors
- Managers
- VP’s, Hiring Managers
- CEO’s
- COO’s Business Owners
- Senior Management
- Safety Officers
- Compliance Officers.
- Any industry or business with employees.
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.
- Mental illness in the workplace: trends and statistics
- Applicable laws: the ADA, the Rehabilitation Act, executive orders and others
- Potential legal issues: discrimination, disparate treatment and disparate impact
- The ADA: definition of disability, reasonable accommodation, undue hardship and direct threat
- Workplace safety and violence issues
- Leave and attendance issues
- Medication
- Substance abuse
- Permissible inquiries and medical exams
- Co-worker questions and issues
- Explain how the ADA, ADAAA and related laws define and address psychiatric disabilities
- Describe the extent and limits of the duty to accommodate employees with psychiatric issues
- Identify practices that can lead to discrimination claims under federal law
- Determine when undue hardship or direct threat is a valid defense
- Balance accommodation duties with a safe workplace for co-workers, customers and the public
- HR Directors
- Managers
- VP’s, Hiring Managers
- CEO’s
- COO’s Business Owners
- Senior Management
- Safety Officers
- Compliance Officers.
- Any industry or business with employees.