- Online Services
- By Topic
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.
Patrice Nagle, Esq.
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.