Webinar: Complying with the FMLA and ADA When Your Employee is Dealing with a Mental Health ConditionDecember 13, 2017
Employers are increasingly managing employees who suffer from mental health conditions such as depression, stress, and panic attacks. Studies show that 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.
In this free, interactive webinar, Jeff and Matt covered a series of difficult FMLA and ADA scenarios involving mental health conditions and offer practical strategies to address them. We covered:
- 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?