I have an employee, Bill, who’s been with us for four months. A couple of weeks ago, his manager called me to say that Bill had anxiety, clocked out, and was in the break room. The manager checked on him, and Bill said he was okay and needed a few minutes. HR reached out to the employee to follow up but received no response. Today we got a call that Bill called out due to post-traumatic stress disorder. I will call him again to ensure he’s okay and knows about the resources available through the employee assistance program. I’m always fuzzy on whether or not I should offer accommodation paperwork if the employee doesn’t ask for it. He’s not eligible for leave under the Family and Medical Leave Act, but I believe both anxiety and PTSD would allow for Americans with Disabilities accommodation. Do I offer in this case?
To read my answer, click here: How Can I Help an Employee With Anxiety and PTSD?
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