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There are providers of professional trainings in the areas of regulatory compliance, human resources, healthcare and IT, offers professional trainings on the ways by which organizations can deal with employees who have mental health issues. Its courses help those in human resources and management in an organization take meaningful and well informed decisions on dealing with employees with personality disorders.

Today’s corporate setups have evolved into being places in which all kinds of people work. While America’s diversity at the workplace is a highly celebrated theme; there is a different kind of employee many organizations have to face: One with one or another kind of personality disorder.

Dealing with such employees can be challenging
Dealing with people with personality disorder is quite a challenge for organizations. The management, HR and employees are often in a quandary about dealing with people who have personality disorders. Such people could be brash, offensive, aggressive, rebellious and impulsive. They could be all of these or some of these. They could be some of these all the time or all of these sometimes. In other words, their behavior pattern is quite unpredictable.

Many colleagues have a difficult in getting along with people with personality disorders because of these characteristics. What is the role of the organization in dealing with such people? Can it dismiss such people outright, terming their behavior as undesirable? No. This is because a person with a mental or physical disorder cannot be summarily dismissed from service by the provisions of the Americans with Disabilities Act (ADA) and the Equal Employment Opportunities Commission (EEOC), which prohibit dismissal of an employee from service because of this reason. Both this legislation and this commission recommend accommodation of the employee with any kind of personality disorder.

What is the management expected to do?
The terms for which management and HR need to handle people with personality disorder at the workplace are spelt out in the rules laid out by these two. Both the ADA and the EEOC set out rules for accommodating and dealing with such employees.

It is these aspects of the respective laws that such trainings offer insights on. No management, no matter how much inconvenience it or its employees are facing from employees with personality disorder, can act arbitrarily. They cannot take actions that go against the law. If they do so, they risk facing harsh penalties. Instead, they are expected to abide by the regulations stipulated by the ADA and the EEOC when it comes to dealing with employees who have a personality disorder.

Trainings that help organizations be accommodative and legally compliant
Such trainings offer knowledge of the ways by which employers and HR can manage people with such disorders. First of all, these conditions are treated as mental impairment. This is a very broad term under which a number of behaviors and habits are included. The law also requires managements to only allot the kind of work that people with personality disorders can handle without stressing themselves out, which is often seen as a trigger for aggressive behaviors.

The professional trainings courses offer knowledge of all these and make participants understand the means by which they can take steps to accommodate people with these problems, while being compliant with the law. They give a clear understanding of how these disorders can be handled by counseling the employee with the problem, as well as employees with whom such a person works.

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