Let’s face it: Some employees are a bit strange. They may do a good job, but their personal quirks may make other employees feel uncomfortable. Sometimes, their behavior may even be an indication of serious mental health problems.
But before you rush to demand the employee get counseling or see a doctor, remember that the ADA prohibits such requests unless there is a clear business necessity for the exam.
The better approach is to keep your focus on the employee’s work and leave out personality problems. At a minimum, run the problem by your attorney before talking to the employee about any kind of evaluation.
Recent case: Rena got rave reviews for her work at an AT&T call center. But several supervisors became concerned when Rena seemed to think that she was being followed and that cameras installed in the facility were there to spy on her. Plus, she acted in a way that several supervisors described as “paranoid.”
One super...(register to read more)
- When it comes to firing offenses, be sure you can show you treated everyone equally
- Do you use an arbitration clause? Make sure you can prove employees agreed
- Handle absence problems correctly; learn ADA, FMLA interplay
- Can we hire only 'careful' workers to reduce our workers' comp costs?
- Include an extension clause in your noncompete agreements