Any job can be stressful, but some employees claim their jobs literally are making them crazy.
But does that mean that employees whose jobs drive them nuts have an occupational disease? If so, are they entitled to workers’ if they cannot work anymore? And what role do the employee’s own contributions to the stress (through ) play in deciding whether the employee should get benefits?
Those are questions the North Carolina Supreme Court considered in a recent landmark decision.
The case: Barbara Hassell worked as a teacher for the Onslow County Board of Education from 1987 until February 2002, when she left work after being warned that her teaching was not up to par.
All had gone well with Hassell’s teaching career while she worked at elementary schools. But in 1996 she was transferred to a middle school and immediately began having trouble managing the classroom and maintain...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- 10 Secrets to an Effective Performance Review
- Trouble in the air: The legal ailments of sick-building syndrome
- Should you let your employees evaluate you?
- Continuation medical coverage and small North Carolina employers
- Career audits: Does the job work for you?