Q. When we discipline employees for behavioral issues, we typically tell them to meet with an(EAP) counselor. Can we require them to have at least one session, or does that violate the ADA? —J.M., Idaho
A. You cannot force an employee to obtain counseling or therapy in routine disciplinary matters. Such a requirement violates the ADA and createsissues. However, you can always inform employees of the availability of your EAP and the services available, and generally encourage use of the EAP. And you can certainly require that employees maintain certain standards of behavior and performance on the job.
In rare instances, the ADA does permit you to require, as a condition of continued employment, that an employee be examined by a physician or mental health professional. That exception is limited to situations in which your organization reasonably believes, based on objective evidence, that the employee has a medical condition that impairs his or her ability to perform essential job functions, or the employee poses a direct threat to his or her safety or the safety of co-workers.
Before requesting such an examination, consult with your attorney. The improper use of this exception can result in significant ADA liability, and possibly violate other laws.
Like what you've read? ...Republish it and share great business tips!
Attention: Readers, Publishers, Editors, Bloggers, Media, Webmasters and more...
We believe great content should be read and passed around. After all, knowledge IS power. And good business can become great with the right information at their fingertips. If you'd like to share any of the insightful articles on BusinessManagementDaily.com, you may republish or syndicate it without charge.
The only thing we ask is that you keep the article exactly as it was written and formatted. You also need to include an attribution statement and link to the article.
" This information is proudly provided by Business Management Daily.com: http://www.businessmanagementdaily.com/3578/encourage-dont-require-eap-counseling "
- One-Size-Fits-All harassment reporting policies don't really fit all
- Focus on facts when promoting; avoid subjective 'Better qualified' justification
- Benefits plan administrator drained plumbers' fund
- Does 'introductory period' affect at-will status?
- Independent contractor or employee? How to make the call