Rationale: Mark said he did not want to talk about it, so there was really no way for John to understand his distress.
Rationale: While this may be true, it should not serve as the sole basis for John's decision making.
Rationale: This could be true. It might have been better to ask the employee what he felt would be best for him at that moment.
Rationale: Workplace behaviours are within the realm of management responsibilities and should be discussed as necessary for a resolution of issues. When the discussion crosses over to personal medical information, the discussion may be violated of human rights.
Rationale: Workplace behaviours are within the realm of management responsibilities and should be discussed as necessary for a resolution of issues. When the discussion crosses over to personal medical information, the discussion may be a violation of human rights.
Rationale: Like other chronic or episodic illnesses, it may be necessary to keep some of the accommodations in place after the employee feels will in order to prevent against relapse.
Rationale: Like all accommodations, this is true for mental health disabilities too.
Rationale: This is not necessarily true. Some mental health issues last weeks or months while others occur episodically across a lifetime.
Rationale: It may be considered discrimination to deny a promotion or transfer to an employee on the basis of disability. In addition, depending on the situation, it is possible that these changes could have a positive effect on mental health.
Rationale: Supportive performance management can assist a person with a mental illness to stay on track, especially after an accommodation is in place.
Rationale: Although discipline or performance management may be warranted, the rule out rule simply suggests that before you start down this path, you consider the possibility that a health condition is causing the behaviours you are witnessing.
This website is brought to you by the Great-West Life Centre for Mental Health in the Workplace.