Work performance
What should I do if my work performance is negatively affected?
It is not unusual for work performance to decline when you are highly stressed or have an emotional, mental health or substance misuse problem, particularly if you are not receiving treatment or are in the early stages of treatment.
If your supervisor has raised questions about your work performance, you need to be able to assure them you are addressing the problem. If your supervisor has not already raised questions, you should address the problem before it is raised as a concern or becomes a disciplinary issue. If you are unsure about or uncomfortable revealing personal information to your supervisor, or if you want help dealing with a problem, you should explore your options by consulting any of the following people:
- FASAP and UMHS EAP counselors (see FASAP — SPG 201.14 (pdf))
- Your therapist or doctor
- Your HR representative
- If you are a “bargained-for” employee, your group or union representative
It is possible that you can make informal supportive arrangements with your supervisor while you work toward improving the situation. Or you might be eligible for accommodations under the Americans with Disabilities Act.
For more information about this option, refer to the discussion under “What should I do if, because of a mental health or substance misuse condition, I need assistance or accommodations to do my job?”
Can my supervisor force me to go to FASAP or UMHS EAP?
- Not unless supervisor thinks your behavior poses a risk to yourself or someone else. For situations like this, the University has developed the “Fitness for Duty” policy (pdf).
Unless there are exceptional circumstances (see below), it is your choice whether or not to go to FASAP or UMHS EAP to talk with a counselor about personal or work related problems. We hope you choose to go because we think they can be helpful to you, but if you choose not to, that is your right. However, if you decide not to go to FASAP or UMHS EAP, it is important that you find some other way to address the problems you are experiencing before they turn into disciplinary issues.
The exception to voluntary attendance at FASAP or UMHS EAP is in instances in which a supervisor thinks an employee’s behavior poses a risk to themself or someone else. For situations like this, the University has developed the “Fitness for Duty” policy (SPG 201.15) (pdf) to provide a safe work environment for the benefit of all members of the University. It covers “only those situations in which an employee is having observable difficulty performing his/her work duties in a manner that is safe for the employee and for his or her co-workers, or is posing an imminent and serious safety threat to self or others.” In these situations, an employee can be removed from work and directed to FASAP or UMHS EAP or Work~Connections before being allowed to return. The medical professional who evaluates the employee will assess risk, clarify factors contributing to the problematic behavior, and help determine the appropriate next steps. Few circumstances require such major intervention, but the policy exists in order to assure a safe work environment for employees, students, health system patients and other campus visitors.
