Returning to work after a mental health absence can be very difficult for an employee. HR and managers should ensure that a person in this situation feels comfortable and does not face unrealistic demands on their return. An action plan can help the employee transition back to work successfully.
In this 60-minute webinar, Rachel Ullrich, discusses best practices for managing mental health issues in the workplace, how prioritizing mental health improves the work culture and employee engagement, and reasonable accommodations and other ADA, FMLA and state law issues.
New York employers should consider including this statement in their handbook to educate employees about the availability of paid sick and safe leave and to show their compliance with New York's paid sick and safe leave law (NYSSLL).
New York employers with fewer than five employees and a net income of $1,000,000 or less in the previous tax year should consider including this model policy in their handbook to educate employees about the availability of sick and safe leave and to show their compliance with New York's sick and safe leave law (NYSSLL).
New York employers with five-99 employees or with between one and four employees and a net income of greater than $1,000,000 in the previous tax year should consider including this model policy in their handbook to educate employees about the availability of paid sick and safe leave and to show their compliance with New York's paid sick and safe leave law (NYSSLL).