It will smooth the accommodation process for everyone.Įllen has told you she has bipolar disorder, and want short Friday afternoons in particular.Īgain, make sure you and Ellen have agreed on what she wants to tell co-workers. So ask the employee with the mental health problem how they’re hand preferences. Society still harbours stereotypes about people with mental illnesses, and resentments of other workers. If these conversations reveal discriminatory attitudes or could be seen to constitute harassment, appropriate disciplinary measures should be taken.Īsk your employee how they want to handle questions If you hear other employees discussing the details of the individual’s illness you need to talk to the other employees and let them know it is inappropriate. In any case, there are constructive ways to answer other employees’ concerns. Ideally, your organization has a policy respecting the privacy of employees. This is often the case if the employee returning to work is given preferential hours, or is offered a private or preferential workspace.įirst, remember your obligation to respect the privacy of your employees-a mental health problem is a medical problem, so you aren’t free to discuss it with other employees, just as you wouldn’t discuss confidential medical information. Or they may approach you during the return to work of an employee who has been on disability leave for a mental illness, complaining that accommodations for that employee are special treatment. The co-workers of an employee with a mental illness may come to you with their concerns-maybe they’re nervous about working with someone they suspect or know has a mental illness. How can I explain the situation to other employees? One of my employees has a mental health problem.
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