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You have enough information to document this situation and be rightfully concerned about it. Consult with Personal Assistance Service and discuss an approach that will support a successful constructive confrontation with the employee and a referral to PAS. PAS will role-play with you the best approach. Be sure to talk to your employee in private. You don't have to wait until the next incident, but it will be helpful to have the following: clear examples of the behavior that is concerning, its impact on others and work productivity, and what changes you would like to see. The employee is likely aware of his explosive style because others outside of work have either remarked about it or been victims of it. Coworkers should be discouraged from finding this behavior as a source of entertainment, including taunting the worker. Employees with explosive rage can act with violence while feeling detached from their ability to control their behavior.

Supervisors may naturally come to know their employees quite well as they discover their work goals, ambitions, personality styles, and whatever personal information they choose to share about their lives. It follows that the same supervisors will notice when things are not quite right. It is then appropriate to ask - and supervisors should ask - how employees are doing. These meaningful conversations with supervisors may lead to employees getting help for personal problems. Seeing an employee at his or her desk all day and not interacting with others should concern you if it is uncharacteristic. Showing concern could lead to the discovery of a serious matter and referral to PAS.

After many years of engaging in a toxic relationship, a codependent partner of an alcoholic or addict may desire to exit the relationship in the hope that professionals will manage the crisis. All addiction treatment professionals are familiar with this dynamic. Typically, they evaluate and, if possible, encourage postponement of dramatic changes. Contact the PAS, share the information you have regarding this situation, and allow the PAS to work with the treatment program and your employee to ensure the best outcome. 

The Americans with Disabilities Act (ADA) and the Family Medical Leave Act (FMLA) become relevant when your discussion centers on the existence of a medical problem. If your employee has not stated he or she is depressed or suffers with a condition that needs some sort of help to overcome, then it is better to focus just on the performance-related matters. You’re right; most people know a few or more symptoms of depression, but missing work, coming in late, staring off in a daze, or not engaging with fellow workers effectively enough to manage the work does not necessarily mean major depression. What’s more, these behaviors do not demonstrate that you know or should have known the worker is depressed. Acting as if the worker is depressed would also be relevant to employment laws. The behaviors listed above alone are enough for a supervisor referral. At PAS, the issue of depression or some other condition with similar symptoms will be explored.