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90-minute live streaming program
  • May 9
  • 1:00 - 2:30 pm EST

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Accommodating Anxiety, Workplace Stress and PTSD Under the ADA

May 9

Learn how to properly respond to accommodation requests for anxiety, workplace stress, and PTSD under the ADA.

Anxiety disorders are the most common mental illness in the U.S., affecting 40 million adults age 18 or older or 18.1% of the population every year (Anxiety and Depression Assn. of America). 7.8% of Americans will experience PTSD in their lives and about 30% of men and women spending time in war zones experience PTSD (Nebraska Department of Veterans Affairs). Some 12.5 million working days were lost due to work-related stress, depression or anxiety in 2016/17 (Health and Safety Executive), and 50% of employees in one survey said that stress and anxiety impacts the quality of their work (Anxiety and Depression Assn. of America). Given such data, it is not a surprise that employers large and small, for-profit and not-for-profit are now frequently confronted with issues, accommodation requests and claims under the Americans with Disabilities Act (ADA) relating to workplace stress, anxiety disorders, PTSD and related conditions. Grappling with such issues can be difficult and costly. Employers must be able to assess whether applicants and employees with such conditions are qualified to perform the essential functions of a position. They need to know how properly to respond to requests for reasonable accommodations, when and what medical information may be requested, and when a direct threat or other safety risk may be presented.

Learning Objectives

  • You will be able to discuss when the ADA applies to anxiety or stress disorders, PTSD and related conditions.
  • You will be able to identify the requirements flowing from the ADA’s coverage of thinking, learning, concentrating and interacting with others.
  • You will be able to review employer obligations in the interactive process for anxiety and stress disorders and when a medical documentation request is permissible.
  • You will be able to discuss when an accommodation would be an undue hardship and when the “direct threat defense” may apply.

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Why Lorman?

Over 32 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.

Agenda

Accommodating Anxiety, Workplace Stress and PTSD Under the ADA
  • The Prevalence of Anxiety, Stress and PTSD Issues Confronting Employers
  • The Costs and Risks to Employers From Employees Presenting With Anxiety, Stress and PTSD
  • EEOC Disability Charge and Litigation Activity
  • When Are Anxiety, Workplace Stress and PTSD Protected Under the ADA?
  • Must an Applicant or Employee Produce Medical Documentation of Their Anxiety, Stress or PTSD?
The Courts and Anxiety, Stress, PTSD and Related Conditions
  • ADA Case Studies of Anxiety, Stress and PTSD and Lessons Learned
Qualifications and Stress Disorders
  • Assessing Whether an Applicant or Employee With a Stress Disorder Is Qualified
  • Assessing Whether an Employee With a Stress Disorder Continues to Be Qualified for Her Position
  • When May an Employer Require an Employee With a Stress Disorder to Undergo a Fitness for Duty Examination?
  • Assessing When the Direct Threat Defense May Apply to an Employee or Applicant With a Stress Disorder and Employer Safety Concerns
Succeeding in the Interaction Process
  • How Is the Interactive Process Triggered?
  • What Must an Employer Do in the Interactive Process With an Employee With a Stress Disorder?
  • When May an Employer Lawfully Request Documentation of the Need for an Accommodation?
  • Determining If There Is a Reasonable Accommodation or If Any Accommodation Would Be an Undue Hardship
  • What Are Some Potential Reasonable Accommodations for Stress Disorders?
  • Is the Interactive Process a Continuing Duty?
Proactive Steps for Employers
  • Create Up-To-Date Job Descriptions Capturing All Essential Functions
  • Train Supervisors to Recognize Accommodation Requests and How to Manage Employees With Stress Disorders
  • Knowing When and How to Refer Employees to an EAP
  • Recognize the Potential ADA-FMLA Interaction for Employees With Stress Disorders
  • Emphasize the Need for Documentation of the Interactive Process and of Any Performance Issues for Employees With Stress Disorders
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Why Lorman?

Over 32 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.

Credits

OnDemand Webinar

This course was last revised on February 28, 2019.

Call 1-866-352-9540 for further credit information.

  • ASA 1.5
     
  • This program qualifies for 1.5 continuing education hour(s) towards maintaining your ASA credential. Please contact ASA for more information at [email protected]
     
  • HR Certification Institute 1.75
     
  • This E-Learning program has been approved for 1.75 recertification credit hours toward general recertification through the HR Certification Institute. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.
     
  • SHRM 1.5
     
  • Lorman Education Services is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for 1.5 PDC(s) for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit www.shrmcertification.org.
     

To earn each credit Lorman offers through the OnDemand learning platform, you need to watch 100% of the program. Also, for certain credits you will need to fulfill additional requirements which will be displayed on the "credits" tab when viewing the course.

  • Those applying for AIA and HRCI must view 100% of the program and answer the questions following the program.

This program does NOT qualify, nor meet the National Standard for NASBA accreditation.

Live Webinar Registration

  • ASA 1.5
     
  • This program qualifies for 1.5 continuing education hour(s) towards maintaining your ASA credential. Please contact ASA for more information at [email protected]
     
  • AL CLE 1.5
     
  • This course or a portion thereof has been approved by the Alabama State Mandatory Continuing Legal Education Commission for a maximum of 1.5 hours credit.
     
  • AR CLE 1.5
     
  • This course has been approved for 1.5 hours of CLE by the Arkansas CLE Board.
     
  • Arizona CLE 1.5
     
  • The State Bar of Arizona does not approve or accredit CLE activities for the Mandatory Continuing Legal Education requirement. This activity may qualify for up to 1.5 hours toward your annual CLE requirement for the State Bar of Arizona.
     
  • CA MCLE 1.5
     
  • Lorman Business Center, Inc. is a State Bar of California approved MCLE sponsor and this course qualifies for 1.5 CLE hours of participatory credit.
     
  • CT CLE 1.5
     
  • Neither the Connecticut Judicial Branch nor the Commission on Minimum Continuing Legal Education approve or accredit CLE providers or activities. This course has been approved for CLE credit in jurisdictions aside from CT and therefore it automatically meets the content and delivery requirements in Connecticut. Credit is based on a 60 minute credit hour and shall be awarded as follows: 1.5 CLE credit(s).
     
  • GA CLE 1.5
     
  • This program has been approved by the Georgia Commission on Continuing Lawyer Competency for 1.5 CLE hours.
     
  • HI CLE 1.5
     
  • This program was approved by the Hawaii State Board of Continuing Legal Education for 1.5 CLE credit hours.
     
  • IL CLE 1.5
     
  • This course was approved for a total of 1.5 hours of MCLE Credit by the Illinois MCLE Board.
     
  • ME CLE 1.5
     
  • This course has been approved by the State of Maine Board of Overseers of the Bar. Lawyers who complete this course shall receive 1.5 hours of CLE credit under M. Bar R. 12.
     
  • MS CLE 1.5
     
  • This program has been approved by the Mississippi Commission on Continuing Legal Education for a maximum of 1.5 credit hours.
     
  • MT CLE 1.5
     
  • This program has been approved by the Montana Commission of Continuing Legal Education for a total of 1.5 CLE credits.
     
  • NH MCLE 1.5
     
  • NH MCLE does not approve or accredit CLE activities for the NH Minimum CLE requirement. Lorman Education Services believes this course meets the requirement of NH Supreme Court Rule 53 and may qualify for CLE credit(s). Program Length: 90 Minutes.
     
  • NJ CLE 1.8
     
  • This program has been approved by the Board on Continuing Legal Education of the Supreme Court of New Jersey for 1.8 hours of total CLE credit.
     
  • NV CLE 1.5
     
  • This program has been approved by the Nevada Board of Continuing Legal Education for 1.5 CLE hours.
     
  • PA CLE 1.5
     
  • This Distance Learning program has been approved by the Pennsylvania Continuing Legal Education Board for 1.5 hours of substantive law, practice and procedure CLE credit.
     
  • RI CLE 1.5
     
  • This program has been approved by the Rhode Island Mandatory Continuing Legal Education Commission for 1.5 hours of CLE credit.
     
  • TN CLE 1.5
     
  • This program has been approved as a distance learning format by the Tennessee Commission on Continuing Legal Education for a maximum of 1.5 hours of credit.
     
  • VT CLE 1.5
     
  • This program has been approved by the Mandatory Continuing Legal Education Board of Vermont for 1.5 hours of CLE credit.
     
  • WA CLE 1.5
     
  • This program has been approved by the Washington State Board of Continuing Legal Education for 1.5 hours of Law & Legal Procedure credit.
     
  • WI CLE 1.5
     
  • This program has been approved by the Board of Bar Examiners for 1.5 hours for use toward the Wisconsin Mandatory CLE requirement.
     
  • WV MCLE 1.8
     
  • This program has been approved by the West Virginia State Bar MCLE Commission for 1.8 MCLE hours.
     
  • HR Certification Institute 1.5
     
  • This program has been approved for 1.5 recertification credit hours toward general recertification through the HR Certification Institute. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.
     
  • SHRM 1.5
     
  • Lorman Education Services is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for 1.5 PDC(s) for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit www.shrmcertification.org.
     
  • CPE 1.8 including Personnel/HR 1.8
     
  • Lorman Education Services is registered with the National Association of State Boards of Accountancy (NASBA) as a sponsor of continuing professional education on the National Registry of CPE Sponsors. State boards of accountancy have final authority on the acceptance of individual courses for CPE credit. Complaints regarding registered sponsors may be submitted to the National Registry of CPE Sponsors through its web site: https://www.nasbaregistry.org/cpas/complaints. For more information regarding administrative policies such as complaint and refund, please contact our offices at 866-352-9539. CPE Credit: Maximum Credit Hours: 1.8 each session (based on a 50 minute credit hour). You must attend at least 50 minutes to obtain credit. Field of Study: Personnel/HR for 1.8 hours. Prerequisite: basic knowledge of employment laws. Level of Knowledge: Intermediate. Teaching Method: Seminar/Lecture. Advance Preparation: None. Delivery Method: Group Internet Based. Please refer to the information in this brochure for outline, course content and objectives. Upon completion of this course, you will receive a certificate of attendance. Final approval of a course for CPE credit belongs with each state's regulatory board. Please note: In order to receive CPE credit for this course you MUST use the streaming audio option, as well as enable and complete the required progress checks.
     
  • Lorman Business Center, Inc. is a registered provider for CPA CPE through the State Education Department of New York, Sponsor number: 000640. The following course will carry the subject area of Advisory Services for 1.5 hours.
     

Audio & Reference Manual

  • Arizona CLE 1.5
     
  • CA MCLE 1.5
     
  • CT CLE 1.5
     
  • GA CLE 1.5
     
  • HI CLE 1.5
     
  • IL CLE 1.5
     
  • ME CLE 1.5
     
  • MT CLE 1.5
     
  • NJ CLE 1.8
     
  • NV CLE 1.5
     
  • VT CLE 1.5
     
  • WA CLE 1.5
     
  • WV MCLE 1.8
     
The CLE Code is ONLY a requirement when applying for CLE Credit in California (for participatory credit), Kansas, New Jersey or New York. Other states do not need to supply the CLE Code to apply for CLE credit.

This program does NOT qualify, nor meet the National Standard for NASBA accreditation.

MP3 Download

  • Arizona CLE 1.5
     
  • CA MCLE 1.5
     
  • CT CLE 1.5
     
  • HI CLE 1.5
     
  • IL CLE 1.5
     
  • ME CLE 1.5
     
  • MT CLE 1.5
     
  • NJ CLE 1.8
     
  • NV CLE 1.5
     
  • VT CLE 1.5
     
  • WA CLE 1.5
     
  • WV MCLE 1.8
     
The CLE Code is ONLY a requirement when applying for CLE Credit in California (for participatory credit), Kansas, New Jersey or New York. Other states do not need to supply the CLE Code to apply for CLE credit.

This program does NOT qualify, nor meet the National Standard for NASBA accreditation.

Who should attend?

This live webinar is designed for human resource managers, benefits and payroll professionals, business owners and managers, controllers, CFOs and attorneys.

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Can't Attend?

More Program Information

Why Lorman?

Over 32 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.

Faculty

Kathleen M. Williams

Kathleen M. Williams

Epstein Becker & Green, P.C.

  • Member of the firm in the health care & life sciences and employment, labor & workforce management practices, Washington, DC, office of Epstein Becker & Green, P.C.
  • She represents clients with regard to employment matters, including advice and counsel, compliance, investigations, and litigation
  • Advising clients on and litigating employment, discrimination, harassment, disabilities, noncompete, wage and hour, and general litigation matters in state and federal courts, arbitrations, and administrative agencies
  • Represents clients in investigating and defending whistle-blower and whistle-blower retaliation claims
  • Provides advice and counsel on a range of employment issues, including negotiating employment agreements and severance agreements, employment issues related to acquisitions and mergers, reductions in force, and defending claims arising from those actions
  • Provides advice and counsel on affirmative action plans, and defending such plans in investigations by the Office of Federal Contract Compliance Programs and state and local agencies
  • Provides advice and counsel with regard to the development of policies
  • Investigates complaints and potential complaints
  • Provides advice and counsel to boards
  • J.D. degree, The George Washington University Law School; B.A. degree, University of Pennsylvania
  • Member, American Bar Association, Labor and Employment Law Section; American Health Lawyers Association; District of Columbia Bar Association; Society for Human Resource Management
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Why Lorman?

Over 32 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.

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Product ID: 405410
Published 2019
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