Firing workers with mental illness could land you in court!

Offering appropriate help is the law for employers covered by the Americans with Disabilities Act (ADA) and the Family and Medical Leave Act (FMLA). But what’s the right level of support? When do demands for accommodations and expensive treatments cross the line from legally required and compassionately delivered to unreasonable and unacceptable burdens on operations? There’s a time for empathy and a time for demanding a return to productivity.

It’s no secret that employees are suffering from stress, anxiety, depression, addictions and other mental health issues. Study after study indicates that employees need and want help to cope with pressures of everyday life. Whether it’s anxiety over the state of the economy, world events, a changing climate and political unrest, the need is real. And employees are increasingly turning to their employers for help like access to mental health treatment, wellness activities and time off to destress.

How will you respond? Will you deliver only the minimum legal required under the ADA, FMLA and other federal or state laws? Or will you provide more help like wellness classes, fully paid mental health counseling and treatment and generous leave policies?

On Thursday, September 10, find out how to balance mental health treatment and wellness absences with productivity, FMLA leave and ADA reasonable accommodations at our online training, Mental Health in the Workplace: Mapping Out Common Sense Policies.

WEBINAR AGENDA:

• The state of the mental health crisis and what employers are reporting.
• The FMLA’s role in leave and treatment for mental health disorders. Think of intermittent leave for counseling, treatment and even “mental health days.”
• The ADA requires reasonable accommodations for mental health disorders. That means schedule changes, excused late arrivals, service animals at work and much more.
• Which mental health treatments you must cover in your health insurance package and which are voluntary.
• What to do if you think an employee is using mental health issues as an excuse for poor performance or behavior.
• What to do if you fear poor mental health may erupt into threats or violence.

REGISTRATION BONUSES:

Everyone who signs up will receive our white paper Answers to 18 Common ADA Accommodation Requests. Accommodations are an important part of any employer’s job, and not meeting legal requirements for a request may result in serious consequences. It’s crucial to have a firm understanding of what’s expected from HR and leadership when any accommodation request is filed.

You’ll also receive one month of exclusive access to The HR Weekly, our comprehensive service with all the HR advice and compliance tools to simplify your job … and to keep your organization out of court. So that you continue to benefit from The HR Weekly, we will continue your subscription after that for the then current rate, unless you tell us “no, thanks”—your choice.

RECERTIFICATION CREDITS:

Business Management Daily is recognized by SHRM to offer Professional Development Credits (PDC) for SHRM-CP® or SHRM-SCP® recertification activities.

This Program has been pre-approved for 1.25 HR (General) credit hours toward aPHR®, aPHRi™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through HR Certification Institute® (HRCI®).

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WE PROMISE YOU’LL BE SATISFIED:

If this webinar fails to meet your needs in any way, we will refund 100% of your tuition – every penny you paid – but your course materials and registration bonuses will be yours to keep. No hassles, no questions asked.