Accommodating Psychiatric Issues in the Workplace - HRCI and SHRM Certification
- Speaker:Janette Frisch
- Product Code:GRC-90488
HRCI Credits: 1.5
SHRM Credits: 1.5
Live Session - How it works
- Username and Password will be sent to you within 24 hours prior to the webinar.
- Presentation handouts in pdf format will be emailed to along with the login instructions or few hours before the meeting starts.
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- Get answer to your queries through interactive Q&A sessions. The Q and A sessions are at the end of the meeting. The expert will complete his/ her presentation and then the phone lines will be open for the audience to discuss your questions.
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Recorded Session - How it works
- Login Information with Password to view the webinar will be emailed to you within 48 hours from the date the Live webinar was completed. The link to the recording is for a single person use only and it is valid for 6 months or the actual duration the recording was purchased.
- Please click on the link to access the Recording and type in the password provided in the email.
- Presentation and other handouts will be emailed to you in a pdf format.
Training CD - How it works
- Free shipment within 2 working days, from the date the webinar was completed. The presentation and other handouts will be emailed to you in a pdf format if we are unable to attach them in the CD or USB.
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This webinar will discuss the employment rights of persons with psychiatric disabilities and conversely the employer’s responsibilities toward those employees under the ADA/ADAAA and other applicable laws, with emphasis on workplace accommodations and discuss issues related to how to qualify a person with disability for a job, how to manage workplace issues involving person with psychiatric disability, concept of direct threat etc.
More about the topic:
How often have we thought of a mass shooting at a workplace, or other work-related catastrophes thinking we knew or should have seen it coming? Of course that’s easier said than done.
The Americans with Disabilities Act requires employers to provide reasonable accommodations to qualified individuals with disabilities, including those with mental impairments, that substantially limit their major life activities--unless the accommodation causes an undue hardship on the employer; or the employee poses a direct threat either to his safety or the safety of others.
But what does all that really mean? When interacting with employees with psychiatric conditions, which fears and concerns are valid? How should employers address these concerns, especially in light of the increase in and devastating damage caused by incidents of workplace violence? How do you know when someone has a psychiatric illness or is just plain strange? And, when someone does have a psychiatric illness, what are your obligations?
Now knowing the answers to these questions could guarantee you legal trouble. By becoming aware of your responsibilities you can take your first steps toward preventing tragedy, ensuring a productive, engaged workforce and safe workplace, and that you are protected against legal liability. Attend this webinar to understand how the ADA Amendment Act broadens the definition of disability to psychiatric disabilities, how to set job qualification criteria for a psychiatric disable person, how to resolve workplace problems.
Areas we will be covering:
- Mental Illness in the Workplace: Trends and Statistics
- Applicable Laws (ADA, Rehabilitation Act, Executive Orders, among others)
- Potential Legal Issues: Discrimination, Disparate Treatment, Disparate Impact
- Americans with Disabilities Act (Definition of Disability, Reasonable Accommodation, Undue Hardship, Direct Threat
- Workplace Safety/Violence Issues
- Leave and Attendance Issues
- Substance Abuse
- Permissible inquiries, medical exams
- Co-worker questions and issues
Who will Benefit:
- HR Directors
- Hiring Managers
- Business Owners
- Senior Management
- Safety Officers
- Compliance Officers
- This webinar will provide valuable assistance to all companies, not-for-profits, school districts, governmental agencies and pseudo governmental agencies.
SHRM PDCs - 1.5
GRCTS is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for [1.5] PDCs for the SHRM-CPSM or SHRM-SCPSM. For more information about certification or recertification, please visit www.shrmcertification.org.
HRCI CPE - 1.5
HR (General) recertification credit hours toward aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through HR Certification Institute® (HRCI®). Please make note of the activity ID number on your recertification application form. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.
About the Expert:
Janette Levey Frisch is an attorney with more than 20 years’legal experience. She works with employers on most employment law issues to ensure that employers are in the best position possible to avoid litigation,audits, employee relations problems, and the attendant, often exorbitant costs. She authors the firm’s weekly blog, where she discusses issues impacting employers today. She has written articles on many different employment law issues for many publications, including EEO Insight, Staffing Industry Review,@Law, and Chief Legal Officer.
Ms. Frisch has also spoken and trained on topics, such as criminal background checks in the hiring process, joint employment, severance arrangements, pre-employment screening among many others. She is licensed in New Jersey and New York. In addition, she serves as a Legal Wellness Professional to employers outside New Jersey and New York on almost all federal employment law issues, to enable employees to address workplace challenges before they escalate to litigation or costly audits.
Ms. Frisch is also a contributor to the recently released book, “Hiring Greatness: How to Recruit Your Dream Team and Crush the Competition,” published by John Wiley and Sons, and authored by David E. Perry and Mark J. Haluska. Janette serves as a Task Force Member of the Institute for Workplace Violence Prevention, an interdisciplinary think tank, dedicated to providing holistic, proactive solutions to employers serious about promoting safe workplace.