PAS could discuss a manager's concern about a pending decision to use disciplinary action to help him or her gain clarity, offer support in managing stress associated with the decision, or address personal fears. However, PAS would not render a psychological judgment in general regarding the risk of a disciplinary action. Doing so interferes with management processes and violates an ethical boundary of non-interference by PAS. If PAS engaged in this process, it could be viewed as authorizing, consenting to, approving, and/or sanctioning the decision. This could produce division within your management group if PAS was counter to the opinion of others. Some managers might agree, while others may not. Management might feel forced to accept whatever PAS recommended. This bind would potentially compromise PAS's ability to attract employees and managers. A consult with Duke Human Resources' Staff and Labor Relations, a third-party consultant, or other management advisors should be considered.