Federal Employees with Psychiatric Disabilities: Staying EEO Compliant

According to the US Department of Labor, it is likely that most employers – including your agency – have at least one employee with a psychiatric disability.  Along with your ADA obligation to provide reasonable accommodations, how do you effectively manage employees with these disabilities so their performance — and your agency’s — doesn’t suffer?

Attorney Joseph Kaplan will guide you through the process from start to finish. You’ll stay EEO compliant with his expert guidance to:

1.  Improve agency hiring and retention of individuals with these disabilities
2.  Initiate and carry out the reasonable accommodation process when the accommodation
     needed isn’t obvious
3.  Identify when a requested accommodation could be denied as an undue hardship
4.  Determine if it’s necessary to request medical information to address performance or
     conduct issues.
5.  Know when it’s ok to deny a requested accommodation