How do you handle this one?

Sally

Some of you I just know have handled this before so I'm looking to you for advice.
An employee has been being treated for depression, and is on medication as a result. There are days when he is totally "out to lunch" and I suspect that is related to the medication. I think the time has come for a chat with him. How exactly do I approach this? Do I include our Executive Director in this? And how do I tactfully find out if he is mixing alcohol with the medication? I strongly suspect that he is.
My thinking is that the chat is along the lines of how he is functioning -- or not functioning -- at work, and let him offer -- or not -- that he is on medication for depression. At that point I believe I could make the suggestion that he talk with his therapist about how the medication is affecting his job performance. Am I right on this?
The treatment for depression and related medication is something I'd had an inkling of up until recently, when it became a fact to me at the point when I had to help him unravel something with his health insurance that related to the treatment and meds.
Thanks for any insights!

System

Best scenario: You ask him a work-related question (i.e., he hasn't been focused at work, making mistakes), and ask him for explanation or what he can do to fix it. If he doesn't tell you medical details, that's great. Ignorance is bliss, as long as he corrects his on-the-job behavior.

If you suspect he's WUI, treat him like anyone else you suspect of violating your alcohol policy.

James Sokolowski
Senior Editor
M. Lee Smith Publishers

Don D

My insight? Be very careful in rushing to judgement.

Parabeagle

Keep the conversation work related and focus on the issues (lack of focus, etc.). Be very careful about making assumptions about mixing meds/alcohol, however. From personal experience, I can tell you that depending on which medication he is taking the side effects can be severe and the types of side effects are all over the map from extreme drowsiness to slurred speech, to (believe it or not) hives.

Good luck! I don't envy you your challenge here.

Gillian

If you have an EAP get some guidance from a mental health professional ahead of time. Maybe you can work out some sort of interaction between the employee and the EAP.

sonny

I agree with the above. Focus on his work performance and ability to perform the essential functions of his job. I would not include the ED. I would not suggest he talk to his therapist.{that would be his responsibilty after you have given him specfics (not "out to lunch"):)} Although related to suicide talk, there was a good thread back a few weeks. .where is it Don? ( he gave an excellent response)..on talking with folks having these types of problems. My general approach would be, "Sally we have concerns that your work perfomance is is not up to par. .(give specific examples. .I saw you sleeping at your desk, xyz project is not done, you have been late, your speech is difficult for others to understand..whatever the actually behavior/problem is.) I want you to know we value you as an employee, but it is our expectation and need that you be able to do your job. I also want you to know that I am here if there is anything I can do to assist in helping you with your work peformance." Even tho you are in HR and privy to the confidential information, I would not be happy if it was me and that info. came back on me.

Food for thought, and feedback: would we suggest an ee talk to their oncologist about their meds, or a diabetic about their insulin?

Finally, as others have already noted..tread carefully here especially around the alcohol. As parabeagle mentioned side effects very greatly with different medications.

Will quit babbling here. .as some of you know I can get quite wound up around mental health issues and it is Friday with my fireplace and hot toddy awaiting me!(Want you all to know it was in the teens here in the ole sunshine state. .thought I was back in Ohio for a minute) Good luck and above all be sure to treat the person with dignity and respect that you would any employee with any other illness. GO BUCS, have a nice weekend all.

Don D

Ten-Four on the 'Go Bucs'. It was 8 degrees in Mississippi last night and it snowed yesterday (a tiny bit) for the first time in 3 years.

Parabeagle

I can't resist it, guys -- It was 60 and sunny in Portland, Oregon, yesterday. Had to open the windows in my place because it was too stuffy.

Stay warm, now, y'hear?

Go Bucs!

NaeNae55

Parabeagle, I went to work yesterday morning in 5 below weather (20 below wind chills) and we were definitely not the coldest in the country. Therefore I feel I must tell you this: You are EVIL EVIL EVIL!!!! x}>

Parabeagle

I am? Moi? :-)

E

Gillian

Kind of cold here in Southern California - in the mid 60's

SandiF

Great answer, Sonny.

BobL

I had a very similar situation a couple of years ago. With ADA always with us, the safe approach is to focus on performance. Address the issue of them being distracted, not in touch, etc. and the impact on performance. When addressing this concern with the employee, he/she is likely to bring up the underlying issues. This opens the door to suggest that they talk to their doctor about the impact of the drug(s) on their performance to see if there are other drugs, treatments, etc. that can be used without the performance impact. The bottom line is that if they are going to be at work, they need to be held to reasonable standards of performance. In the case I had, after we met with the employee she had discussions with her doctor and they decided that she needed to go out on short-term disability. It is always safe to address performance issues.

Rockie

As per previous advice...don't make assumptions on the alcohol issue. Also, it depends on the business you are in.

In our medical practice, employees are prohibited from working with patients if they are taking any type of medication (even over the counter) which may impair patient care. One interesting thing I have noted lately is that employees seem to think it's a status symbol to be on antidepressants and/or to go to a therapist. I hear all the time that so and so is on Zoloft or one of the other drugs of the moment.

I once worked in a hospital where the payroll specialist frequently took a double dose of Zoloft to get her through payroll week (okay, maybe that was justified!).

Seriously, there is a big problem, especially in the medical field, for abuse of drugs because it is to easy to get them. Reps constantly drop by samples of all type of new drugs and if proper controls are not in place, employees just help themselves to the "candy dish".

At any rate, if you do notice specific behavior that appears to be out of the norm, it should be addressed as a behavior problem. If you know for sure, it is drug related or they admit they are on prescription or non-prescription drugs, they should be counseled and/or offered an EAP.

Eliant

Hurrayyyyy Bucs... o), Gillian, what part of CA are you in... It was 81 were I live (Long Beach)
Any how, I agree with Sonny.
Bottom line, ignorance is a bliss, but treat with compasion, offer all the necessary help. (treat others as you would like to be treated)
If it doesn't work then you could contact your EAP, ask for guidance on this type of situation and make a request to the employee that he/she receives assistance in this matter.
It's worked for me in the past.

Gillian

Pomona (work) and Irvine (live). Didn't want to be too hard on 'em.

HS

Come on now, quit hogging all the warm air and ship it to the east coast! I can't take another day of this artic air...and sub zero wind chills!

Gillian

Sorry.

Parabeagle

Set a record high of 62 in Portland on Sunday.

But, alas, it's now down to the high 40s and low 50s, so I guess you'll be getting some of the warm weather back east before long.

HS

Actually, today is a veritable heat wave...It's going to make it into the 30's!!

It's the first day I can actually feel my fingers while typing in my office in 2 weeks!