Post traumatic problem
llusko
9 Posts
We have an employee who was assaulted over a week ago. He was treated and released from the hospital the same day and stayed home a few more days following the assault to get his life in order.
When he came back to work with a doctors note releasing him, he was unable to concentrate or keep focused on his work. In our line of business that could put our company in legal liability if he let confidential records leave our office. I spoke with him and told him to take a few more days off and consult with his doctor about a referral to a counselor to help him work through his problems.
He has since come back to work again with a doctors note, but he is not any better. His supervisor wants to tell him that if he is not able to concentrate on work, it will affect his job and would most likely lead to termination. The employee is not eligible for FMLA (not with the company long enough).
The supervisor has had problems in the past with lack of attention prior to this happening, and thinks that he is now using it to his advantage.
Any comments or suggestions would be greatly appreciated.
When he came back to work with a doctors note releasing him, he was unable to concentrate or keep focused on his work. In our line of business that could put our company in legal liability if he let confidential records leave our office. I spoke with him and told him to take a few more days off and consult with his doctor about a referral to a counselor to help him work through his problems.
He has since come back to work again with a doctors note, but he is not any better. His supervisor wants to tell him that if he is not able to concentrate on work, it will affect his job and would most likely lead to termination. The employee is not eligible for FMLA (not with the company long enough).
The supervisor has had problems in the past with lack of attention prior to this happening, and thinks that he is now using it to his advantage.
Any comments or suggestions would be greatly appreciated.
Comments
In otherwords, you can listen to the employee's explanation, talk about possible accomodations, and during the entire time, not agree that he is disabled and hold him accountable for his actions.
Good Luck!
Fortunately, he had his 90-day introductory period extended for 30 days due to performance, so we have written documentation of his performance prior to his assault.
Thank you all for input. I just wanted to make sure that we were going in the right direction.