1.5 HRCI Recertification Credits and 1.5 SHRM PDCs
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Developing a comfortable level managing the Family and Medical Leave Act (FMLA), the Americans with Disabilities Act (ADA) and Workers Compensation, separately or when they interconnect takes knowledge, skills and experience. In this 90 minute Webinar I will cover the knowledge and skills needed to get the level of comfort but most importantly, I will be sharing with you my own experience from the last 13 years working with 240 people with different disabilities on a daily basis. At the end of the Webinar you will understand the interplay of these laws to assure legal compliance as well as to provide employees with the benefits and protections each law provides.
Why Should You Attend?
Today, the workplace is an inclusive environment in which people with disabilities are working side by side with individuals with no disabilities. There is a significant business as well as ethical and moral necessity to employ this segment of the population that has been discriminated in the past. We need to feel comfortable with the processes to handle today’s issues when it comes to disabilities, accommodations and taking care of our employees regardlBG/ess if we are dealing with an injury caused at work or not. This is definitely a different arena and sometimes an uncomfortable one for HR, Managers and Supervisors especially if we don’t know what we can or can’t do. Yes we need to treat everyone at work the same because being consistent is the right thing to do but you also need to know that when you are dealing with disabilities not everything is black or white. Dealing with the “gray” areas is becoming more and more crucial in the workplace to ensure we are being fair to our employees and to be in compliance with the Laws on FMLA, ADA and Workers Compensation.
When employees are injured or disabled or become ill on the job, they may be entitled to medical and/or disability-related leave under two federal laws: The American with Disabilities Act (ADA) and the Family Medical Leave Act (FMLA). In addition, state Workers’ Compensation laws have leave provisions that may apply. Depending on the situation, one or more of these laws can apply to the same employee. The interaction of the FMLA, ADA and Workers Compensation laws is known by many employers as the “Bermuda Triangle”. I consider this more like a “Tsunami” ready to happen. It is crucial that employers ensure compliance with these laws as a violation can result in significant damages such as wages, back pay, reinstatement, retroactive benefits, compensatory damages and punitive damages. The best way to handle the interaction of these laws is to know when each law is implicated and exactly what each one requires.
Areas Covered in the Session
- How to handle FMLA requests?
- How to handle ADA requests?
- How to handle Workers Compensation claims?
- How to handle situations when FMLA, ADA and Workers Compensation interconnect?
- How to avoid the “Tsunami” that could develop if the interconnection of the three laws is not handled legally?
- ADA and mental illness: What the law says.
- How to handle employees with severe depression or anxiety?
- How to handle “Suicidal comments” in the workplace?
- How to handle threats and other disruptive behaviors resulting from mental disorders?
- How to assist employees with learning disabilities?
- How to assist employees with Bipolar disorders?
- What protections do alcoholics and substance abusers have under ADA?
- How to assist an employee who comes back from rehab.
- Tips on helping an employee at work with mental illness.
Key Topics to be addressed include
- The most common disabilities under ADA.
- Statutory exceptions to the term “Disability”.
- The difference between ADA and ADAAA.
- When “Employee Separation” is the only route.
- Best practices to maintain an “Inclusive Environment”.
- Engaging in the “Interactive Process” is critical to be in compliance with the law.
- “Myths and Facts” about Reasonable Accommodation.
Who will benefit: / Target audience
- HR Professionals
- Office Managers
- Business Owners
- Compliance Officers
- Managers and Supervisors
- Employee Relations Professionals
- Employee Assistance Professionals
- Safety Managers
Target Companies: (New)
- Private sector
- Public Sector
- Small to medium sized companies