Prolonged aggressiveness or other strange behavior could be an indicator of a high-risk employee.
A high-risk employee is anyone who has a significant problem doing their job because of their mental or physical health. This can involve drug use, missing work, or committing crimes while at work. Detection is important because it will help decide who to send for counseling, training, or other rehabilitation programs.
Instructions
1. Track how often an employee is absent from work on a monthly basis, especially one who is frequently absent. This could be an indication of depression which can include fear of going out in public or feeling too stressed to deal with work on a regular basis. If the employee has recently been cleared for work after being injured, but still misses about 40 percent of work in the first month back, this could also indicate depression.
2. Provide supervisors or human resources personnel with any documented evidence of poor work performance, fraud or possible drug possession. This works the best, because it will provide them with "reasonable suspicion" to administer drug tests, call in medical professionals or start questioning the employees about health, fraud, poor physical condition or other indicators of poor work performance. The documentation should be current since "reasonable suspicion" cannot include past failure of drug tests or work conduct
3. Include questions about mental health when doing health appraisals of employees. Before any question about mental or physical health can be asked, there must be sufficient grounds for inquiring such as declining job performance or frequent absences. Health appraisals are a cheap and quick way to monitor every employee and can include work limitations questionnaires, work performance questionnaires, and any other examinations administered by companies to check employee health. The appraisals have to be job-related and necessary for the specific work that they're doing. For example, you cannot ask a person who sits in an office chair all day if they feel depressed being outside.
4. Ask if a supervisor or human resources representative will administer a fraud interview if the employee is suspected of being guilty of fraud. Again, documented evidence should be provided. In fraud interviews, specific questions about the crime the employee is suspected of are asked. The interviewer also takes note of body language, facial expressions, eye movements, tone of voice and other non-verbal signs that the employee may be lying.
Tags: work performance, about mental, because will, documented evidence, drug tests
