Legal Issues Concerning Employees with Psychiatric Illness
Janette Levey Frisch
Founder of The EmpLAWyerologist Firm/Attorney
The principles prohibiting discrimination in the workplace under Title I of the Americans with Disabilities Act (ADA) and other applicable laws originated with both physical and psychiatric disabilities in mind; however, employers tend to focus more on the physical disabilities. According to a 2013 study by the National Alliance on Mental Illness, an estimated 61.5 million Americans have experienced a mental health impairment in a given year. That number, if anything, continues to rise.
This webinar will discuss the employment rights of persons with psychiatric disabilities and conversely the employer's responsibilities toward those employees under the ADA and other applicable laws, with emphasis on workplace accommodations and discuss issues that arise including:
Why should you attend:
How often have we thought of a mass shooting at a workplace, or other work-related catastrophes thinking we knew or should have seen it coming? Of course that's easier said than done. The Americans with Disabilities Act requires employers to provide reasonable accommodations to qualified individuals with disabilities, including those with mental impairments, that substantially limit their major life activities--unless the accommodation causes an undue hardship on the employer; or the employee poses a direct threat either to his safety or the safety of others. But what does all that really mean? When interacting with employees with psychiatric conditions, which fears and concerns are valid? How should employers address these concerns, especially in the light of increasing and devastating damage caused by incidents of workplace violence? How do you know when someone has a psychiatric illness or is just plain strange? And, when someone does have a psychiatric illness, what are your obligations? Now knowing the answers to these questions could guarantee you legal trouble. By becoming aware of your responsibilities you can take your first step toward preventing tragedy, ensuring a productive, engaged workforce and safe workplace, and that you are protected against legal liablility.
Who Will Benefit: