Thanks to those who attended my webinar last week with Matt Morris on “Complying with the FMLA and ADA When Your Employee is Dealing with a Mental Health Condition.” A link to the recording can be found here, and the presentation can be downloaded here.
To those who attended, thank you. To those who missed it, you still have time to access the recording. Matt and I covered a number of issues under both the FMLA and ADA when it comes to managing an employee dealing with a mental health condition. In particular, we covered:
- Managing your employee when their mental condition condition is affecting their performance. Here, we outlined how an employer engages in a two-part conversation to address the issue — first, it’s a performance-based conversation, which allows you to highlight expectations and identify where the employee has fallen short of expectations; and second, it’s the interactive process, in which you engage in the employee in a conversation about what you can do as the employer to help the employee perform their job. Through the use of characters such as Steve Carell, Pope Francis and Mr. Rogers himself, we offered you practical insight on how you structure these difficult conversations with your employees.
- Whether an employer can force an employee on leave of absence when their mental health condition clearly is affecting their job but the employee refuses to accept it.
- How much additional leave (if any) an employer must provide an employee dealing with a mental health condition when they have exhausted FMLA leave. We analyzed the steps employers should take to obtain information, determine the employee’s ability to return to work and assess the hardship on your operations in deciding whether to grant additional leave or terminate employment.
- Similarly, how to manage your employee when they are taking unscheduled intermittent leave and it’s affecting your staffing and operations. Here, we provided practical tips to address these situations before they spiral out of control.
- Finally, we provided guidance on when you should seek a fitness for duty for your employee and other tips on obtaining medical documentation where an employee’s mental health condition is at issue.
And has become a custom, we ended with a holiday jingle. So, I leave you with my warm regards for a Happy Holiday and peaceful New Year, and the lyrics to the holiday song “Oh Rest Ye FMLA Abusers” which we sung to the tune of “God Rest Ye Merry Gentlemen” by the Bare Naked Ladies (a version which you can listen to or skip on the recording!):
I woke up at 4:30 with a scratched cornea
It was better than last week, I swore I had a hernia
Oh what excuse I could concoct to avoid my overtime
Oh, tidings of FMLA . . . FMLA . . .Oh, tidings of FMLA
* * *
My doctor’s note made clear I could take off whenever I’d like
That didn’t please my boss, who told me, “Buddy, Go take a Hike!”
I think I’ll find a lawyer, isn’t that the American Way?
Oh, tidings of FMLA . . . FMLA . . .Oh, tidings of FMLA
* * *
Law of Wonder, Law of Light
Law that will help me get out of work tonight
But if I’m not careful, come tomorrow, I’ll need a new worksite
* * *
Thanks again to those who attended the webinar. I look forward to your feedback on the issues we discussed.
Happy Holidays!