When to take action as a su-pervisor?
This option may be the most difficult thing you are called on to do as a su- pervisor, but sometimes it is inevitable. More often than not, such action is best for both the employee and the organization. If you choose to take this action, be sure that all company procedures and policies are honored.
How does a supervisor deal with employee absenteeism?
This constitutes a verbal warning. Where medical attention is warranted, action must be taken immediately. The meeting is therefore only adjourned to allow this part of the process to be completed. Within five working days, the employee must receive medical advice. The meeting is then reconvened with HR and the doctor’s opinion is discussed.
Can a supervisor reference an employee’s medical leave?
In performance evaluations, there should be no reference by the supervisor to an employee’s medical leave and/or medical issues. As indicated above, you can reference a “leave” if necessary for business purposes, but not “medical leave.”
How is medical information handled in the workplace?
While it is understood that managers and supervisors have the best interest of their employees in mind, it is important to recognize the need to balance good will with good judgment, respect and discretion when handling medical issues. The University prides itself on respecting and maintaining the privacy of its employees and their dependents.
What is the medical term for lack of awareness?
They may instead be experiencing “lack of insight” or “lack of awareness.” The formal medical term for this medical condition is anosognosia, from the Greek meaning “to not know a disease.”
Can a supervisor be held liable for inappropriate behavior?
A supervisor can be held liable for “not identifying inappropriate therapy, ignoring inappropriate behavior, or supervising in a negligent or insufficient manner” (NASW Trust, 2000). Some employees perceive the sole job of a supervisor as making employees uncomfortable.
Are there any ethical dangers in clinical supervision?
Ethical dangers in supervision can occur in both the administrative and clinical aspects of practice.
Can a company require an employee to disclose their medical condition?
ADVERTISEMENT. A: No. The employee is not required to disclose the nature of the employee’s medical condition or disability (i.e., their diagnosis). The employee is required only to provide reasonable medical documentation which describes the employee’s physical or mental limitations, which may prevent them from doing their work.