If you have an employee who for the first time demonstrates
a behavior associated with sexual harassment, a firm management response often
prevents a second offense by the employee. But if the employee has difficulty
with the control of impulsive behavior or a long history of personal issues
that contribute to this inappropriate behavior, something more may be needed. We're talking professional help. I know
what you are thinking. You’re thinking, fire the bum. I’m grinning because you
won’t do it if this employee is one you value. True, unfortunately, if you will
eventually become sick and tired of this employee enough to actually let him or her
go. But you reach the SATOBSAD (Sick and Tire of Being Sick and Tired) don’t do it--at least not yet. Instead, get a grip and try this sure-fire intervention that puts the problem squarely on the employee's shoulders. You get to step back in full control and let nature takes its course. Simply tell the
employee that today is his last day at work unless he wants to get an
assessment with a professional person you know (someone you’ve contracted with
as a professional employee assistance counselor). It's totally up to the employee. He or she gets the red carpet treatment if they say yes. That means..holding the job action in abeyance if the employee decides 1) he needs help 2) goes to the assessment 3) cooperates with getting help. If not, the action will not be held in abeyance. The action is based on job performance problems. Remember, your employee may need
professional help, but you don’t have to make that determination at all. In other words, you are accommodating based upon his or her request so the employee can get help for a personal problem he or she thinks exists, not you. You are not diagnosing. It is the only way the employee can keep
their job—to decide here and now
that he or she has a personal problem for which he or she would like to be
accommodated. If no problem exists, then the employee can be dismissed. There is no other option. Very few employees will voluntarily be
fired in this situation.
