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      Legal Issues Concerning Employees with Psychiatric Illness in Bakersfield


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      June 4, 2019

      Tuesday  10:00 AM - 11:30 AM

      Bakersfield - ONLINE
      Bakersfield, California

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      EVENT DETAILS
      Legal Issues Concerning Employees with Psychiatric Illness

      OVERVIEW

      The principles prohibiting discrimination in the workplace under Title I of the Americans with Disabilities Act (ADA) and other applicable laws originated with both physical and psychiatric disabilities in mind. However, employers tend to focus more on physical disabilities. According to a 2013 study by the National Alliance on Mental Illness, an estimated 61.5 million Americans have experienced mental health impairment in a given year. That number, if anything, continues to rise.

      LEARNING OBJECTIVES

      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

      WHY SHOULD YOU ATTEND

      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. So, 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.

      AREAS COVERED

      Leave and attendance issues
      Medication
      Substance abuse
      Permissible inquiries and medical exams
      Co-worker questions and issues

      WHO WILL BENEFIT?

      HR Directors
      Managers
      VP's
      Hiring Managers
      CEOs
      COOs
      Business Owners
      Senior Management
      Safety Officers
      Compliance Officers

      SPEAKER

      Janette Levey Frisch has over 20 years of legal experience, more than 10 of which she has spent in Employment Law. It was during her tenure as sole in-house counsel for a mid-size staffing company headquartered in Central New Jersey, with operations all over the continental US, that she truly developed her passion for Employment Law. Janette operates under this core belief: It is possible, and it is in an employer’s best interest, to proactively solve workforce challenges before they become problems before they result in lawsuits or steep fines caused by government audits. She works with employers on most employment law issues, acting as the Employer’s Legal Wellness Professional — to ensure that employers are in the best position possible to avoid litigation, audits, employee relations problems, and the attendant, often exorbitant costs.





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      Categories: Other & Miscellaneous

      Cost: Payment required -

      Categories: Other & Miscellaneous

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