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Mental HealthFriendly Supervision for Workplaces
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Title: Mental HealthFriendly Supervision for Workplaces
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Mental Health-Friendly Supervision forWorkplaces
II-1
- That Thrive!
2
GOAL
II-2
- The goal of this module is to help supervisors
provide appropriate support to employees who
experience mental illnesses.
3
MODULE OBJECTIVES
II-3
- Participants will
- Use a case study and handouts to learn about the
supervisors role in a Mental Health-Friendly
Workplace - Become knowledgeable about the Americans with
Disabilities Act - Become aware of the day-to-day opportunities for
a supervisor to create a mental health-friendly
environment.
4
THE MENTALHEALTH-FRIENDLYWORKPLACE
II-4
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JOHNS STORY
II-5
- Look for the mental health-friendly aspects of
work and supervision in Company A and Company B.
6
THE AMERICANS WITH DISABILITIES ACT (ADA)
II-6
- This law pertains to any company with 15 or more
employees. - An individual with a disability is a person who
- Has a physical or mental impairment that
substantially limits one or more of his/her major
life activities - Has a record of such an impairment or
- Is regarded as having such an impairment.
7
THE ADA -- Continued
II-7a
- The ADA prohibits discrimination against
qualified individuals with disabilities in
- Job application procedures
- Hiring
- Firing
- Advancement
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THE ADA -- Continued
II-7b
- Compensation
- Job training
- Other terms, conditions and privileges of
employment
9
ADA--Continued
II-8a
- Reasonable Accommodations(examples)
- Schedule modification
- Job modification
- Modifications in the physical environment
- Changes in policy.
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ADA--Continued
II-8b
- Reasonable Accommodations(examples--continued)
- Provision of human assistance
- Provisions of assistive technology
- Supervisory techniques.
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WHAT CAN A SUPERVISOR DO?
II-9a
- DO NOT try to diagnose the problem yourself.
- Learn about mental illness and sources of help
12
WHAT CAN A SUPERVISOR DO?--Continued
II-9b
- Recognize behaviors that signal distress
(continued) - Decreased productivity
- Morale problems
- Difficulty concentrating, making decisions, or
remembering things - Lack of cooperation
13
WHAT CAN A SUPERVISOR DO?--Continued
II-9c
- Recognize behaviors that signal distress
(continued) - Displays of anger or blaming others
- Safety risks, accidents
- Frequent absenteeism
- Consistent tardiness
- Frequent statements about being tired
14
WHAT CAN A SUPERVISOR DO?--Continued
II-9d
- Recognize behaviors that signal distress
(continued) - Complaints of unexplained aches and pains
- Lack of cooperation or a general inability to
work with others - Working excessive overtime over a prolonged
period - Strange or grandiose ideas
- Alcohol and drug abuse.
15
WHAT CAN A SUPERVISOR DO?--Continued
II-10a
- Use your skills to make the workplace feel safe
and comfortable for ALL employees. - Discuss changes in work performance with the
employee. - MAINTAIN CONFIDENTIALITY.
16
WHAT CAN A SUPERVISOR DO?--Continued
II-10b
- Become familiar with the resources your company
has for assisting employees (EAP or other local
community resources) - Recognize that an employee who is experiencing a
mental illness may need a flexible schedule
during treatment.
17
GETTING ON BOARD
II-11
- What can I doin the next day or weekto make
this a more Mental Health-Friendly Workplace?
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