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Home > HR Advice > Employers Forum
DAVille_CA, CA
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09-13-07, 01:59 PM (CST)
2 total posts |
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"How far can you go to help an EE?" |
LAST EDITED ON 09-13-07 AT 01:59 PM (CST)
I have a recent new hire that has exhibited some red flags to warrant concern on my part to discuss with her a possible eating disorder. I provided her some information on a couple of support groups, also suggested a therapist, doctor, and nutritionist. She also has some other health issues and has verbally said that she is taking high doses of pain medication. To my knowledge she has not yet sought out help for any of her conditions and her work is being effected. My question is, beyond providing her with the suggested information, how much more can I get involved without crossing any legal boundaries but yet get her the attention she needs so that she can be healthy and focused while at work? Any feedback would be welcomed.
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NeedCoffee, TX
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09-13-07, 02:09 PM (CST)
277 total posts |
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1. "RE: How far can you go to help an EE?" |
First, you may want to move this post to another part of the forum so it gets more attention.
Second, you've already provided info on support groups and suggested medical personnel - be careful that you don't get into "regarded as" territory.
Unless the ee comes forward to you specifically regarding the issue, I would NOT try bringing it up until it is affecting her work. Then, address it in the context of a performance issue. It's hard to separate your caring self from your management self sometimes - but remember, what goes on outside the workplace is rarely the employer's business, and therefore, you really don't want to interfere unless there's a legitimate business reason to do so.
Good luck!
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ritaanz, AZ
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09-13-07, 04:03 PM (CST)
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2. "RE: How far can you go to help an EE?" |
I am having difficulty getting past the phrase "recent new hire". If there are performance problems already, what lies ahead? I strongly suggest that you keep the employer/employee boundary clear and sharp. Once the line is crossed into her personal health problems, you create a larger issue.
Evaluate her job performance and make your recommendations structly on that.
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ray a, NY
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09-14-07, 06:24 AM (CST)
4668 total posts |
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3. "RE: How far can you go to help an EE?" |
It may sound cruel, but in our line of work we could not handle this situation so I would terminate for the performance issues. Ritaanz is right, where will it go from here?
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