Mental and emotional disabilities now account for more than 20 percent of ADA charges filed with the EEOC.
- How far must employers go to assist individuals with learning disabilities to maintain employment?
- What sort of accommodation requests should you anticipate related to conditions such as attention deficit disorder, post-traumatic stress disorder, bipolar disorder and depression?
- How do you address signs of mental decline that may be age-related without running afoul of either the ADA or ADEA?
- How do you manage employees who resent some form of accommodation being provided for a person being accommodated for a psychiatric or intellectual disability without violating medical confidentiality?
Join us to share questions, experiences and best practices in this evolving area of law.
An application for standard Minnesota CLE credit will be submitted. The program will also be submitted to the HR Certification Institute for continuing education credit review.
There is no fee to participate.
Questions? Please contact Kelley Mann at +1 317 237 1161 or email@example.com