Psychiatric Disabilities: How to Accommodate & Reduce Employer Risk and Liability
What qualifies as a psychiatric disability? How is an employee’s psychiatric disability determined? What types of accommodation is an employer required to make? Which regulations, in addition to the Americans with Disabilities Act, determine the employer’s response? These are just some of the questions employers are asking in response to an increasing number of employees claiming to be psychiatrically disabled.
An employer’s response used to be simpler. Today, an employee can claim to have a disability more easily, employers have an increased requirement to accommodate, and the regulations that the employer must satisfy go beyond just the ADA. Fortunately, leading HR attorney Melissa Fleischer is here to guide you, step by step, through what you should consider... from certifying an employee as having a psychiatric disability and the required employer accommodations, all the way to the additional regulations that an employer should be concerned with.
WHAT YOU’LL LEARN
Just a sampling of the many practical tips you’ll take away:
- What constitutes a psychiatric disability.
- Specific Americans with Disabilities Act requirements including, certifying the disability, accommodation, and period of certification.
- How the Family and Medical Leave Act and its intermittent leave requirements fit into psychiatric accommodations.
- How to address workplace safety issues without discriminating against the employee who has been certified with a psychiatric disability.
- GINA considerations.
- And much more!
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