When: Wednesday, December 13 (12:00 – 1:15 p.m. central time)
Online registration: Click Here
Employers are increasingly managing employees who suffer from mental health conditions such as depression, stress, and panic attacks. Studies show that these mental health conditions are leading to increased use of FMLA leave. Administering FMLA leave and ADA accommodations in these situations can be particularly frustrating. Unlike an easy-to-notice need for maternity leave or even a knee replacement, mental health conditions often are silent and manifest themselves on a moment’s notice. As a result, these situations lend themselves to FMLA abuse and increase the risk of FMLA and ADA violations if they are not handled properly.
Please join me on Wednesday, December 13 (12:00 – 1:15 p.m. central time) for “Complying with the FMLA and ADA When Your Employee is Dealing with a Mental Health Condition.” I will be joined by my friend and fellow FMLA nerd, Matt Morris, Vice President at ComPsych.
In this complimentary webinar, Matt and I will cover a series of difficult FMLA scenarios involving mental health conditions and offer practical strategies to address them, all in an effort to increase your FMLA compliance. We will cover topics such as:
- At what point has an employee put you on notice of the need for FMLA leave because of a mental health condition?
- Best practices for employers when an employee fails to return medical certification or turns it in late – and it may be due to their mental health condition
- What ADA considerations must you keep in mind when considering additional leave or other accommodations for a mental health condition?
- Does the ADA provide a “Get out of Jail Free” card when an employee’s mental health condition affects work performance?
- What, if anything, should HR/legal tell the employee’s managers about the employee’s medical condition?
This session will be practical and fun, and back by popular demand, I already have my FMLA-themed song picked out to serenade our guests!
Click here to register for this complimentary webinar. We look forward to your participation. In the meantime, please email me at firstname.lastname@example.org with any questions that you would like us to address.
This program has been submitted to the HR Certification Institute and SHRM for review and credit. Illinois Continuing Legal Education credit also will be available to attorneys attending the program. For attorneys in states other than Illinois, we will provide proof of attendance, but CLE credit will be governed by your particular state’s rules.