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

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Mental disabilities may not be as readily apparent as physical ones, so your obligations to provide reasonable accommodations for conditions such as anxiety, post-traumatic stress disorder (PTSD), and stress aren’t always clear-cut. But, legally, your responsibilities are the same.

When must you accommodate an anxious or stressed-out employee under the Americans with Disabilities Act (ADA)? How long do you keep an employee’s job open? What if your workplace is the cause of the worker’s stress or anxiety? And, perhaps most crucially, what should you do when you suspect a mental condition is affecting an employee’s job performance?

Use this in-depth on-demand webinar on this complicated and important issue. Our speaker, an experienced employment law attorney, will cover requests for reasonable accommodation and provide strategies for dealing with performance issues relating to anxiety disorder, post-traumatic stress disorder (PTSD), and other mental health-related conditions.

You’ll learn:

  • When anxiety disorder, PTSD, and other mental conditions are protected under the ADA 
  • What documentation you can request from an employee regarding the disability and need for a reasonable accommodation 
  • What to do when an employee says that performance or attendance issues are related to workplace stress 
  • Case studies of recent situations involving anxious workers 
  • Types of workplace accommodations a doctor may recommend for someone undergoing treatment for anxiety or other mental conditions 
  • What to do if an employee has a panic attack while at work—or claims he or she can’t report to work because of one 
  • When a requested accommodation for an anxiety disorder is likely to be considered an undue hardship for an employer 
  • How FMLA protects both employees with anxiety disorder and those caring for family members with this condition 
  • When anxiety disorder is considered a serious health condition entitling an employee to block, intermittent, or reduced-schedule FMLA leave 
  • How to deal with performance issues and safety concerns that may arise when an employee’s medication affects his or her ability to perform job duties 
  • Practical steps you can take to help anxious employees manage workloads, meet deadlines, reduce stress, and boost performance 
  • How to engage in an interactive dialogue with someone who’s protected under ADA as a result of an anxiety-based mental disability and identify reasonable accommodations that will enable the employee to perform essential job functions 

If you ordered an on-demand webinar, your access instructions with link to download all materials will be sent to you via email within 48 hours

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