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

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

Product Code: YE6AJ4

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

Webinar now available On-Demand.

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 on-demand blockbuster webinar led by Attorney Patrice Nagle, who 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   
  • Case studies of recent situations involving anxious workers 
  • 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 
  • 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 

About Your Presenter:

Patrice NaglePatrice Nagle, Esq.
Associate
Fisher Phillips LLP

Patrice Nagle is based in Fisher Phillips’ San Diego office where her practice involves representing and counseling employers in all aspects of labor and employment law, including wrongful termination, employment discrimination, workplace harassment, retaliation, employment handbook and personnel policy preparation, and general preventive advice. Prior to joining Fisher Phillips, Ms. Nagle was an associate at a San Diego based law firm specializing in the representation of public school district and private education institutions. During this time, she gained experience litigating matters in state and federal courts, state administrative tribunals, such as the Office of Administrative Hearings, and in arbitration. 

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