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Live webinar coming Thursday, April 16, 2015
1:30 p.m. to 3:00 p.m. Eastern/12:30 p.m. to 2:00 p.m. Central/11:30 a.m. to 1:00 p.m. Mountain/10:30 a.m. to 12:00 p.m. Pacific Quick: If a California employee identifies having bipolar disorder, should HR request a doctor’s note? What rights does he have have under the ADA, FEHA and other laws? What qualifies as reasonable accommodation? Bipolar disorder affects a 1 in 20 Americans, but because there’s a stigma attached to it, it’s not something most employees will reveal to you. Because it’s a disability under the Americans with Disabilities Act (ADA) and the California Fair Employment and Housing Act (FEHA), you have to be prepared. Bipolar disorder can appear as mood swings ranging from manic stages to depression and can affect an employee’s performance. Workers with bipolar disorder may seem to be the most talented and productive, then quickly become the least so. Common symptoms: Extremely energetic, agitated, distracted, and impulsive. At other points the same worker may exhibit sluggishness and have difficulty concentrating or remembering things. This inconsistency presents accommodation and management challenges for HR. As with other disabilities, a leave of absence may be requested as an accommodation so you must understand your legal responsibilities under both FMLA and the California Family Rights Act. Join us on April 16 to learn how best to accommodate California employees with bipolar disorder and avoid any legal missteps in the process. |