Terminating an Employee with Depression

[97ITR]

Originally Posted by bcrdukes

I did not read the entire thread nor the original post (just skimmed) but based on what I've seen at different work places and cases take place:

1. If your co-worker came into the job admitting to the company she suffers from depression and is taking medication, they have grounds to fire her on the basis of not performing her duties on the job or what is expected of her. Of course, this could get ugly so the Company would have to ensure that she is taking her medication (if that is the case.)

2. If she suddenly started suffering from depression now, she should be proactive and ask for short term/long term disability or seek some kind of help. The company needs to "accomodate" the employee as posted by too_slow. She is ultimately responsible for herself and her career. The company can still fire her upon the basis of not peforming her duties or what is expected of her. She needs to tell her immediate supervisor of her depression and seek medical attention. However, the Company would have to be very careful on how they put this together.

If this is a union position, then game the fuck over for the company.

1) Unfortunately, this is a disability and it is the responsibility of the company to accommodate. Technically, she doesn't need to tell the employer any details as to why she's ill if she doesn't want to. Now that she has, the company must accommodate this illness/disability. This may include moving her to a position that is better suited for her.

2) As Too_Slow and Keiichi has indicated, if you choose to go the route of terminating her for just cause, you need to document document document. Show that management has tried to accommodate, show that she is aware that the her performance is subpar, and show that she is aware that the end result is termination if she doesn't do her part.

I suspect she told management she has depression because she knows that it will make it difficult as hell for you guys to fire her...

[Gunsmokez]

If she ain't there get rid of her! What is there really to discuss. There are tons of others ready and willing to work!

[rageguy]

Originally Posted by Gt-R R34

OP : we're waiting for answers to questions!!

sorry! i haven't been checking this for a while.

Originally Posted by too_slow

BTW, is the position unionized?

no, it's not.

Originally Posted by nipples

Why not simply let your HR dept deal with this. I'm sure they're more qualified than the average RS member.

it just so happens that i am in the position of deciding her fate.

Originally Posted by bcrdukes

Actually, what I want to know is...how did this girl get hired in the first place and by whom? Is she hot? (serious question.)

the person who hired her in the first place thought that she had room to learn. he thought that she will learn quickly and be hard working. in the end, she did not learn anything in the first 3 months and has demonstrated lack of hard work. no she is not rs hot.

Originally Posted by to0n

I think you are the one that is not fit to do your job.

I'm terrible at my job.

Originally Posted by too_slow

BTW, what's the screen process like with your company? Was the employee asked to write a skills-assessment exam as part of the recruiting/screening process?

one session which includes oral test on IT knowledge, one written test on the same thing, and a very basic interview question set.

in the end, she received some advice on how to improve her work, with examples on some mistakes she has made in the past (i kept logs). she is now going to be at another area/dept doing less IT things now. thanks guys.