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Bipolar disorder, if not properly managed with medication, can lead to racing thoughts, poor judgment, impulsive behavior, irritability, and many more issues affecting an individual’s ability to function at work. This, in turn, can pose a serious disability accommodation problem for employers.
Mental-health disorders—including bipolar disorder, depression, and anxiety—are oftentimes less readily apparent than physical conditions, so an employer isn’t always aware of the need to provide reasonable accommodation. The legal obligation to do so, however, is the same for both mental and physical conditions that satisfy the definition of “disability” under the federal Americans with Disabilities Act (ADA) and its California counterpart, the Fair Employment and Housing Act (FEHA).
When it comes to managing your compliance obligations under state and federal law, you need to be able to answer questions like:
Use this on-demand webinar when local attorney Danielle Garcia walks you through HR’s roadmap for addressing increasingly common psychological and emotional conditions in California.
Danielle Garcia, Esq.
Fisher & Philips
Danielle Garcia focuses on representing clients in all aspects of labor and employment law, including traditional labor relations management, harassment, and discrimination. She currently advises employers in all areas of employment law, including properly managing employees with disabilities to prevent costly litigation. Prior to her legal career, Ms. Garcia worked as a human resources generalist where she managed complicated disability and leave scenarios. She has also presented at BLR’s FMLA masters class in San Diego.