May is Mental Health Awareness Month.  Individuals with mental health conditions are protected in the workplace in several different ways, but we will see employers having difficulty in this context.  Whether it’s because of stigmas associated with mental health conditions, or a lack of awareness as to how to handle situations where an employee needs support during a difficult time, this is one of the most common areas where we see things falling apart at work. 

Many if not most mental health conditions are “disabilities” within the meaning of the anti-discrimination laws including the federal Americans with Disabilities Act (ADA) and the New York State Human Rights Law (NYHRL).   This means that qualified employees are entitled to reasonable accommodations and to be free from discrimination, harassment and retaliation for making a complaint of violations of the law.  Under the NYHRL, victims of domestic violence are also entitled to time off to receive counselling. Mental health conditions can also fall under the definition of a “serious health condition” within the meaning of the Family and Medical Leave Act (FMLA).  The FMLA is the federal law that gives eligible employees of larger private employers and public employers up to twelve weeks of job protected leave.  

WHAT IF YOU NEED SUPPORT?

Sometimes employees need time off to treat a mental health condition.  Other times, employees need an accommodation because, for example, a medication may incapacitate them at certain times of the day.  In either of these situations, the law typically puts the initial burden on the employee to give the employer enough information to put it on notice that leave or an accommodation is needed.  If you are eligible for FMLA leave, the employer will typically provide you with a medical certification for your doctor to complete.  If you are more in the reasonable accommodation context (and sometimes a scenario falls under more than one statute), your employer is required to engage in an interactive process with you to figure out a suitable accommodation.  You may not always be entitled to exactly what you’re asking for, but the law wants the employer and employee to work together to find a solution. 

WHEN DO THINGS GO SOUTH?  

Sometimes the nature of the mental health condition carries stigmas that result in discrimination in the workplace.  Maybe you don’t need an accommodation or leave at all, but your employer becomes aware that you went to rehab or that you are a veteran with PTSD.  Sometimes we see employers start to treat employees differently – they suddenly consider them to be a danger, or they start micromanaging them.  

Other times employers simply don’t realize the disability laws are implicated, and they don’t treat a mental health condition the same way they might treat a physical condition that requires an accommodation.  Sometimes, at the end of FMLA leave, an employer might perceive their legal obligations to be met, and they fire an employee who needs a little more time off.  At that point, the disability laws may have protected an additional period of leave, and sometimes employers get themselves in trouble in that context. 

It can be very difficult to raise a mental health struggle to your boss.  And, unfortunately, sometimes this disclosure does result in a breakdown of the employment relationship.  But employees do have rights and it is important for employers to be aware of these rights, to avoid applying stigmas, and to treat with sensitivity a situation that is often temporary – at least in its impact on the workplace – and can be handled with compassion and moved past. 

Every situation is unique, including whether a condition falls within the applicable laws or whether an accommodation is feasible.  This article should not be relied on as legal advice or in taking action at work.  If you need support, consult your handbook on appropriate procedures and consider speaking to HR or an attorney about your options. 

I’ve met with clients who worked at the Baseball Hall of Fame, a funeral parlor, and a golf course.  One client owned an antique shop; another was a ski instructor at a resort.  One couple lived and worked in National Parks.  While the roles of these folks varied greatly, there was one thing they all had in common.  None of these individuals were working in their primary careers.  For each of them, this was an encore career.  This article will discuss what an encore career is and how it may fit into your retirement plan.

As many know, the retirement landscape has shifted dramatically in recent years.  One generation ago, folks would work at one company, retire with a pension and spend their retirement days fishing, golfing, or doing some other activity featured prominently in an AARP magazine advertisement.  

In my experience working with retirees for the last 15 years, I have noticed a trend that things have changed.  Many folks reach a point in their career when they are ready to “retire.”  But really, that means they are prepared to leave that job they have been working non-stop, going 100 miles an hour.  They are ready to leave the grind of Sunday nights staring at the ceiling, worrying about what the next morning will bring.  But they still want to do something.  They are just not sure what.  Helping clients find something that provides them purpose and enjoyment without the stress of a normal job are some of the most fun and fulfilling conversations I have with clients.  We call this an “encore career.”

At its best, an encore career will provide purpose to an individual after they make that transition from working.  It will engage them, challenge them, provide them with a social network, and provide some income.  For many, the income is the least important part.  As human beings, we want to feel productive and useful.  An encore career gives us that feeling without the stress of pedal to the metal.

Of course, before we have this conversation, we must first ensure that you and your family are financially able to do that.  This is where retirement projections and financial planning are essential.  These projections will tell us if and when you may be able to begin searching for that encore career.  Once we have that answer, then the fun can begin.

I love sitting down with clients and having deeper conversations about what drives them, what their passions are, and what would make them still feel productive but without the stress of a 9-5 (or 8-6, or 7-7, or non-stop which is what most careers are now).  In these conversations, we will focus on how you want to spend your time, who you want to spend it with, and where you would like to spend it.  From these conversations, I have found some of the really interesting encore careers listed above.  There is no one right answer.  It is simply answering the question of … “what do I want to do when I grow up?”

If you are interested in running retirement projections, discussing comprehensive financial planning, or looking for someone to facilitate a conversation around an encore career, please do not hesitate to reach out.

James (JT) Cox CFP®, ChFC®, BFA™️, is a Senior Vice President and Wealth Advisor at Continuum Wealth Advisors, LLC in Saratoga Springs. Continuum Wealth Advisors, LLC is a Registered Investment Advisor registered through the Securities and Exchange Commission. For more information, visit contwealth.com.

QUEENSBURY — Tri-County United Way is pleased to announce Laura Jensen as the Community Engagement Coordinator. Ms. Jensen comes to Tri-County United Way with several years of marketing and communications leadership experience across the public health, private, and nonprofit sectors.

Ms. Jensen began her career working at NBCUniversal, The Economist, and The Monday Campaigns (TMC) in New York, NY where she collaborated on numerous international marketing campaigns, media relations and facilitated high-impact communication campaigns.

Most recently, Ms. Jensen worked in Glens Falls as the Marketing & Communications Specialist at Flomatic Valves, a leading private company that is helping to solve the global water crisis and promote the importance of bringing access to safe water and improving sanitation internationally.

“We are thrilled to have Laura onboard at the Tri-County United Way. Her education, experience and consideration for the people of this region make her a fantastic fit. I am excited to see how she will help our organization grow.” said Kristin Chlopecki, Executive Director of the Tri-County United Way. 

“Growing up in the lower Adirondack region, I am honored and excited to begin this new chapter furthering the United Way’s mission,” said Ms. Jensen. “I have a deep sense of love and compassion for the families and people of Warren, Washington, and Saratoga counties. I am thrilled to help foster and build partnerships that will support our local communities and inspire growth. This is a wonderful community, and I am honored to give back to my hometown region.”

A resident of Queensbury, Jensen holds a master’s degree from Marist College and a Bachelor’s degree from SUNY New Paltz. Ms. Jensen is a published author with her public health work appearing in the award-winning book ‘Pandemic: Tracking Contagions from Cholera and Beyond’ among other publications including the American Water Works Association (AWWA) and Water Environment Federation (WEF).

SARATOGA SPRINGS — Julie & Co. Realty has announced Katie Travis as the newest member of their brokerage in Saratoga Springs.

Katie Travis was born and raised in sunny Southern California, where she received her AA in Communications and BS in Psychology. she now loves to call Saratoga Springs home. Married to a military man, Katie was afforded the opportunity to start investing at a young age into properties all around the US – from Florida to California. 

She has developed extensive experience investing and managing properties, renovating homes, as well as working with VA loans over the last 13 years. She is passionate about all things real estate and communications, from property renovations and architecture to marketing listings in today’s real estate market.

Katie loves to spend her free time with her three wild growing boys and loving husband. Katie is a dedicated, persistent, hard-working, and an open communicator who is ready to help you with buying or selling your next home.