No. You as a manager should open a constructive dialog with the employee as soon as you notice a problem, even if the employee does not ask for help. With a thorough understanding of the essential functions of the job, you should proactively pursue an interactive process that includes the following steps:
1. Open a balanced discussion with the employee. Ask questions to help you understand the employee’s situation.
2. Ask the employee for suggestions that will help him or her perform. Listen carefully and thoughtfully. Never say “no.”
3. Tell the employee you are taking the situation seriously and will consider his or her ideas, along with input from HR and your boss.
4. Maintain privacy and confidentiality. Only discuss the matter on a need-to-know basis (usually with HR and your boss).
5. Work with the employee, HR, and your boss to determine a reasonable accommodation as a solution and to avoid discrimination.
6. If necessary, request the employee and his or her health care provider to complete an Accommodation Request and related forms.
7. Be positive towards the employee and the situation. Maintain a positive atmosphere with other employees to ensure there is no retaliation against the employee for any accommodations made on his or her behalf.
8. Document everything from start to finish.
For more information, please contact one of our ESG Human Resources Consultants.
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