Mental Health in the Workplace

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Mental Health Challenges in Workplace Ensure EDA
Compliance
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Speaker Details
Susan Strauss (Workplace, School Harassment
Bullying Consultant)
Dr. Susan Strauss is a national and international
consultant, speaker, and trainer in
organizational effectiveness and management
development. She has established numerous
onboarding/new employee orientation programs for
both small and large organizations. Her clients
are from business, education, healthcare, law,
and government from both the public and private
sectors. Susan has authored over 30 book
chapters, books, and articles. She has been
featured on 20/20, CBS Evening News, and other
national and international television and radio
programs as well as interviewed for newspaper and
journal articles. Susan has her doctorate in
organizational leadership, a masters degree in
community health, and is a former RN.
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DESCRIPTION
Mental illness is a largely misunderstood disease
that carries much stigma in society and Mental
Health Challenges in Workplace are increasing day
by day. 70 of people with depression are
employed, many do not seek treatment and when
they domedication is able to help only about 66
of those who are depressed. Approximately 20 of
the population has any one of a number of
personality disordersthose who do are often
difficult to manage. Anxiety is one of the most
common mental illnesses with some research
suggesting it is the most common U.S. mental
health problem other research indicates
depression is the number one disability.  Mental
illness is a covered disability under the ADAAA
and therefore is subject to the law of the ADAAA
including the requirement to engage in an
interactive process. Managers and HR
professionals often walk a delicate line in
dealing with employees who may have a mental
illness or exhibit signs and symptoms that give
pause in considering if an employee needs to be
referred for outside assistance such as EAP. But
how does one refer a troubled employee without
violating the ADA? What steps should an
organization take to create a stigma-free
workplace that is centered on the well-being of
its employees physical and mental health? Mental
Health Challenges in Workplace will be discussed
in this webinar.
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OUTLINE

• To differentiate mental health from mental
  illness
• To discuss the most frequent mental health
  conditions with emphasis on depression, anxiety,
  and personality disorders
• To identify the demographic groups most at risk
  for mental health issues
• To examine the myths about mental illness
• To list signs of possible mental health issues
• To explore the costs of mental illness to U.S.
  businesses
• To outline U.S. mental illness statistics
• To define current, past, and perceived
  disabilities
• To explain mental illness as an ADA-protected
  disability
• To minimize liability based on the American
  Disabilities Act
• To describe the interactive process required by
  the ADA
• To explore accommodations required by the ADA
• To examine the role of the workplace to create a
  healthy environment
• To combat the negative stigma of Mental Health
  Challenges in the Workplace
• To generate a workplace culture of well-being

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WHY SHOULD YOU ATTEND
Employers are seeing more mental health issues in
their workforce than ever before. Each year 1 in
5 adults is stricken with a mental illness
(National Institute of Mental health), making
mental illness an everyday reality for many of
your employees.  Yet, only 1 in 3 people seek
help with their illness. The ADA, HIPPA, FMLA,
and most states human/civil rights departments
dictate how employers deal with employees with
mental health problems.  Privacy laws create
challenges for employers to determine how serious
a situation is and whether an employee poses a
danger (though those with a mental illness pose
no more risk of violence than those without a
mental illness). Examples of the most common
psychological disorders include major depression
and dysthymia, bipolar disorder, anxiety,
schizophrenia, and an array of personality
disorders. Those individuals with depression have
2.5 times the risk of on-the-job injury.  In
2016, the EEOC resolved 5000 disability-based
claims dealing with mental health conditions
costing employers approximately 20 million. With
the increase in claims came an EEOC's newly
released Guidance on Mental Health Discrimination
which is addressed to employees informing them of
their employment rights under the
ADA. Workplaces can and should play a
significant role in minimizing their employees
mental health risks. Employee stress levels
continue to rise as more and more employees spend
more and more hours at work without an increase
in pay or benefits.  Burnout and depression,
particularly among millennials and millennial
women are reported more than in any other
generation.
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