Gun violence, suicide, and bomb threats, while stark in nature, often start with subtle, erratic behavior that is difficult to understand and even more difficult to address.  These challenges are amplified at work, where employers have a duty to protect employees, but to also avoid discrimination. This leaves HR in murky waters, determining whether employee behavior is a disability flag, and how to respond when the disability is hidden, nebulous, or unbelievable.

This presentation will jump feet-first into the grey area of mental health accommodation, using real case-studies to address the nuances of notice, interaction, and effective resolution.

Learning Objectives:

After reviewing federal and relevant state disability laws as they relate to mental health, participants will be able to:

• Capture the attention and buy-in of management regarding the liability and impact of mental health issues at work;
• Identify what constitutes notice and when HR and supervisors most often miss the ADA flags;
• Understand when and how to make medical inquiries that are legal, targeted, and give you the information that you need;
• Apply a checklist approach to a fluid and meaningful interactive process to identify reasonable accommodations;
• Examine complex, real-time mental health issues using the best practices provided, including the most effective agency resources available today.

As an attorney and Strategic Services Director for Vigilant, Jodi advises employers, trains supervisors, and ensures unparalleled service for Vigilant members.  She is a proud Coug and lives in Seattle.