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Validity : 07th May'25 to 17th May'25
Psychiatric Illnesses in the Workplace
- ADA requirements with regard to mental impairments.
- The most significant mental illnesses and symptoms associated with them.
- How to hold those with psychiatric illnesses to the same standards as those without these illnesses.
- The interactive process an employer should engage in while dealing with an employee with a psychiatric illness.
- What types of accommodations can an employer expect to be asked to consider with regard to an employee with a psychiatric illness?
- When can an employer deny an individual employment or accommodation because the individual poses a direct threat to the safety of himself or others? What do we mean by direct threat?
- What to do if an employee refuses to take his/her medication.
- Can you force an employee to seek help through an EAP or get an evaluation through a psychiatrist?
- What are the requirements of the Mental Health Parity Act? How does the Affordable Care Act come into play?
Overview of the webinar
It is, unfortunately, that we often look at a mass shooting at a workplace with the eyes of 20/20 eyesight and say, “I knew something was wrong.” Of course, it is not that easy. The Americans with Disabilities Act requires employers to provide reasonable accommodations to those with mental impairments that substantially limit their major life activities unless (1) the accommodation causes an undue hardship on the employer; or (2) the employee poses a direct threat either to his safety or the safety of others. What does this mean to employers? How does an employer handle employees’ unwarranted fears? What does the Mental Health Parity Act require in terms of coverage for mental illness? And does the Affordable Care Act require more?
Who should attend?
Human Resource Professionals,Benefits Specialists,Risk Managers
Why should you attend?
Mental illness is a largely misunderstood disease that carries much stigma in society and in the workplace and employers are seeing more mental health issues in their workforce than ever before. Each year 1 in 5 adults is stricken with a mental illness as per the National Institute of Mental Health, making mental illness an everyday reality for many of your employees. Yet, only 1 in 3 people seek help with their illness. Employee stress levels continue to rise as more and more employees spend more and more hours at work without an increase in pay or benefits. Examples of the most common psychological disorders include major depression and dysthymia, bipolar disorder, anxiety, schizophrenia and an array of personality disorders. Burnout and depression, particularly to millennials, especially millennial women, are reported more than for any other generation. Anxiety is one of the most common mental illnesses with some research suggesting it is the most common U.S. mental health problem; other research indicates depression is the number one disability. 70% of people with depression are employed, many do not seek treatment and when they do—medication is able to help only about 66% of those who are depressed. Approximately 20% of the population has any one of a number of personality disorders—those who do are often difficult to manage.
Faculty - Ms.Susan Fahey Desmond
Susan Fahey Desmond is a principal with Jackson Lewis PC. She has been representing management in all areas of labor and employment law for over 30 years. Ms. Desmond is listed in Best Lawyers in America and has been named by Chambers USA as one of America’s leading business lawyers. She has been representing management in the area of labor and employment law since her graduation from the University of Tennessee School Of Law.
Ms. Desmond specializes in the areas of labor and employment and civil litigation, including representing employers in Family and Medical Leave cases, discrimination claims and handling EEOC charges and other administrative complaints through the administrative and judicial process.