Nervous Breakdown coming up

karenmc

I have an employee who's husband left her, she is manic depressant and I believe she is no longer taking the meds for it. Her behavior is erratic verging on hysteria at times. She has exhausted her PTO and I would like to see her on FMLA rather than comp time as upper management has suggested. Opinions please!!

System

The first thing I would do is take her aside and let her know that you are concerned for her well being, but that you are equally concerned about the well being of her coworkers. That kind of behavior is disruptive and distracting, and she can't continue to work in that condition. There is even a chance she will try to harm herself, so that has to be brought under control. Can her comp time run concurrent with FMLA? That way she's getting medical attention and is getting some pay, which might minimize some of her stress. Let us know how this turns out.

karenmc

I have spoken with her and she is offended that I suggested she see a physician or other professional for help. She honestly doesnt think anything is wrong.

System

You're in a tough spot. I've been in the same boat recently, so I understand. Has anyone complained to you or shown concern about her behavior? Is her job performance and productivity suffering? You can show her that something is wrong by displaying how her behavior is affecting others and her work. How about a referral to your EAP?

sonny

the first thing I would do is focus on her performance. If you have an EAP try to hook her up to that up. As to FMLA vs comp. .how do you define your comp. or is it flex? I would look to your policy. Perhaps, depending on my relationship with the employee and what I know to be FACTS( ie are you sure she has bipolar disorder? how do you know about meds?), I might try a heart to heart, but not without knowing more of the particulars.

sonny

Sorry, your post came in while I was writing. Now I would really focus on performance. If she thinks there is nothing wrong you could talk to her til hell freezes over and it will not likely change. What about EAP? Am sorry for your trouble. This will be no fun for you or her.

Don D

I'm amazed that you have diagnosed her as manic depressive and have classified her behavior as erratic, verging on hysteria. And that you feel she is not benefitting from medication. At first I assumed maybe she had revealed this diagnosis to you, but then you said she was upset that you would suggest she see a professional. I think I'd be upset too if you weren't qualified to make those assumptions about me, but did so anyway.

Just my opinion.

karenmc

She has spoken openly about depression and her medications in the past to her director so its no assumption on my part. We do not have a policy on comp time, in fact it has never been offered, so I have no precedence to go on. And I dont want to set one by allowing her comp time without it being an option to other employees.

sonny

Depression and bi-polar are not the same dx and I (just me) would not be happy if I told my Director something that was then shared. Anyway, that is another subject. I am still confused about the comp. time? How are they proposing defining it? I agree you need to work about setting a precedent (sp) I would go back to performance. Am also wondering if she is now being perceived as disabled and ADA would enter in?

System

Do you have an EAP? I would do a mandatory referral, document it, and if she does not comply, hold her to your discipline policy.

karenmc

No, we dont have an EAP. Thats part of the problem. She sees nothing wrong with her work performance (there is) nor with her behavior. The comp time that has been proposed is to let her sneak out of the building and go home when she wants to. She would just convey to me when she was leaving. Back to my original question, can I force her to use FMLA?

karenmc

An example of her erratic behavior - yesterday a much younger male employee came to me with a complaint that she has been "chasing him". As in going to his apartment at all hours of the day and night and calling his phone numerous times. His roomates and brother confirmed his story. This is totally out of character for her. I dont need a sexual harassment claim on top of everything els.

System

What this employee does on her own time is her business. What she does on your premises is yours. This guy should call the cops if she's stalking him. I wouldn't involve myself in that. If she were chasing him down the hall at work, it'd be a different story. What policy do you have in place regarding disruptive behavior and poor performance? Is there any wording in there about sending an employee home? Do you have anything in your handbook about mandatory referrals to doctors, etc., and the consequences of noncompliance?

karenmc

(She made suggestive remarks to him in front of other personnel on our production floor so I must get involved.) I guess the only thing we can do is write her up for poor performance and hope that opens her eyes. And it looks like its time to update the handbook.

System

Wow, that changes things. Examine your policy on sexual harrassment, document-document-document, and address that issue. Next, check your substance abuse policy. If you have in your policy that you test for reasonable cause, test her. Erratic behavior, unusual and extreme behaviors for her, both would fall under that. It would also show her that you do not intend to let this situation continue. If she flunks, and it's in your policy to terminate, get rid of her. If she passes, see what your harrassment policy covers and discipline that way. If she refuses to comply, terminate.

karenmc

Thanks for all your input (even you Don). It was good just to be able to share this with people who understand what a complicated job Human Resources is.

System

And sometimes it's just good to vent! Maybe they should open up a discussion board for venting! You have my empathy and surely the empathy of many on this forum. Let us know how you resolve this.
Linda

marc

The comp time issue has me bugged. Is this an exempt EE or are you paying her by the hour? If management is willing to let her take off whenever she feels she needs to, you are setting yourself up for a workforce that will expect to be treated the same way whenever they feel they have an issue and you will have to pay them while they are out. Think this one through and start applying the philosophy consistently throughout your workforce and you will quickly begin to see the effect on your bottomline. It won't be pretty.

Then think of the discrimination claims the first time you don't let someone who is in a protected class, have the same benefit.

But if she doesn't think anything is wrong, why would she need to take time off whenever she wanted?

Finally, this sexual harassment thing is also a problem. How would you treat the situation if it was a male at work pursueing one of the female staff at home? You mentioned it has been witnessed on the production floor as well, is there a chain of command situation where she could be perceived as pressuring the male for sex and having adverse work impacts? You could end up writing some large checks for lawyers and settlements.

The suggestions to confront this EE with the behaviors that are causing problems is the right approach, in my opinion. Document the specific circumstances instead of just feelings and attitudes. This will cover your rear-end should she continue to fight the situation and allow you to progress toward solving her problem one way or the other.

Rockie

This individual has more problems than just her husband leaving her. Stalking is illegal in most states, so if this behavior continues, she is open to being arrested.

I'd sit the employee down and advise her of what you absolutely know to be facts about the situation and how she is conducting herself at work. I wouldn't throw out any "diagoses" such as manic depressive, etc.

Tell her that her behavior is not acceptable and you are advising that she get help of some description. If she refuses, let her know in no uncertain terms that she will be terminated the next time you hear of her stalking an employee or any other unacceptable behavior. I would, in no way, allow her to leave whenever she felt like it. As one of the other posters put it, you will have a host of dysfunctional people leaving work when something doesn't go to suit them or they feel "stressed".