When an employee doesn't meet the fit for duty requirements set by their employer, it is a supervisor's job to address the issue. Fit for duty policies span many situations such as substance abuse, chronic fatigue, depression, and more. Supervisors may feel uncomfortable with discussing these issue with their employees. This article provides insights into effectively addressing employee fit for duty issues without resorting to negative or punitive measures.
The first step in addressing any issue with an employee is communication.
It's important for supervisors and employees to have an open dialogue about the company policy so that both parties can discuss possible solutions. This will help ensure that everyone understands the situation and that expectations are clear. Supervisors need to explain why certain actions are being taken, and what consequences could result if the employee doesn't comply.
Another way to help resolve fit for duty issues is through positive reinforcement. If an employee has been struggling, supervisors should recognize when they make improvements and reward them accordingly. This could mean verbal praise or small incentives, anything that lets the employee know they are valued and appreciated, despite their challenges.
Finally, it's important that supervisors not take any "off-the-record" action when dealing with these issues. While it might seem like a good idea at first, trying to skirt around company policies can lead to bigger problems down the line, ones which may be more serious than the original issue was! Taking a direct approach under the terms of your organization's policy will yield better results in a shorter amount of time.
Addressing fit for duty issues amongst employees isn't easy, but there are ways you can do so effectively without resorting to negative or punitive measures. By communicating openly about expectations, offering positive reinforcement when needed, and taking a direct approach under company policy terms, supervisors can ensure that these issues are addressed in an appropriate manner while still maintaining healthy relationships with their staff members. With these tips in mind, employers can rest assured knowing they have all the tools they need to handle these situations smoothly and efficiently!
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