Anger Management for employee
mm in LA
12 Posts
We have an employee who is in need of anger management counseling. He has been employed over the past 4 years and in the last 2 years has exhibited issues including anger, cursing, and mostly insubordination of some type. We continue to councel him and every time he leaves the room all seems understood and agreed. Then 2 weeks later it is the same old issues again. Normally he is a mild mannered person however a few months ago he did bring up the subject himself that "he needed help." He is from Russia and does not have his work permit yet so he really cannot leave our employment yet or he'll have to begin his green card application. As a small business we are trying to wrok with him but as of late he exhibits the ide that he only needs to meet goals if there is a bonus involved.
Anyway...
As this is a very delicate issue through Human Resources, and as a small business, we certainly want to counsel him regarding acceptable behavior in the workplace however since he stated he "needed help" we would like to be able to give him a contact for counseling services. If we find free counseling and anger management services in the area can we give him the information without violation (since he made the statement about needing help?)
Anyway...
As this is a very delicate issue through Human Resources, and as a small business, we certainly want to counsel him regarding acceptable behavior in the workplace however since he stated he "needed help" we would like to be able to give him a contact for counseling services. If we find free counseling and anger management services in the area can we give him the information without violation (since he made the statement about needing help?)
Comments
Again many thanks for your time and consideration.
We do have an employee assistance program (EAP) which provides the employee with 3 free visists. Although you may think it is too expensive a benefit to provide, it is worth every penny we spend on EAP. You might see if there is a larger company in your area or an employer consortium that will allow you to piggyback on their EAP contract.
We do not have an EAP and that type of coverage is not included with our health insurance.
We made anger management a requirement to keep his job. After the employee came back and said that he had looked into counseling and was too expensive, I contacted our local courts who recommended a low cost facility where they send people with that type of problem. I spoke with the company before we sent him over to talk about what would be considered a "minimum" number of sessions and advised that we would require proof of attendance. The employee paid for the sessions and provided us proof of attendance. He later thanked us for forcing the issue.
Ok, how about just having Paulie talk to him about his anger and how these issues bother God's children? That should get rid of the guy but it will be slow and painful.