Depression in the Workplace Melinda Adams, SPHR Human Resources Manager Adamsmel@missouri.edu 1.

transcript

Depression in the Workplace

Melinda Adams, SPHRHuman Resources Manager

Adamsmel@missouri.edu 1

Introduction

Topics

1) Why this topic2) What is depression3) What to (not) say4) Legal considerations5) What employers can do

Why this topic?

Testimonials and ScenariosTestimonials and Scenarios

Why this topic?

• Higher health insurance costs• Higher absenteeism• Reduced productivity• Impact on team effectiveness• Higher turnover

Impact on the WorkplaceImpact on the Workplace

Why this topic?

Largest dollar increase 10 ten years!

What is depression?

• Depression and disability

• Approximately 1 in 4

• May be linked to other chronic illnesses

Facts about DepressionFacts about Depression

What is depression?

• Women experience depression more than men.

• All ethnic, racial, socioeconomic groups suffer from depression.

• Could lead to suicide.

What is depression?

• Several causes may contribute including– Genes– Brain chemistry– Stress– Other?

What is depression?

• Dysthymia

• Clinical / major depression

• Bipolar / manic-depressive disorder

• Other

Types of DepressionTypes of Depression

What is depression?

Foggy headed

Gray world

Isolated from

others

Feel “broken”Tired

Ups and Downs

What is depression?

SIG E CAPS

S Sleep disturbance

I Interest / pleasure reduction

G Guilt feelings, worthlessness

E Energy changes / fatigue

C Concentration impairment

A Appetite / weight changes

P Psychomotor disturbances

S Suicidal thoughts

Plus depressed mood

What is depression

Common symptoms seen at work

Persistently sad, anxious or empty mood Restlessness, irritability Difficulty remembering or making decisions Loss of energy, fatigue Absenteeism Declining productivity Interpersonal relationships impacted More workplace accidents Overreaction to stress Increased focus on negative events

What is depression

The good news is that research has shown with medication and therapy, treatment is effective

in 80% of all cases.

What to (not) say

“Cheer up!” or “Just choose to be happy”

“Stop being lazy” or “Just get a job”

“Your life is great. You don’t have anything to be sad about” or “You’re being selfish”

What not to say (or believe)What not to say (or believe)

What to (not) say

“I am concerned about you”

“If you need someone to talk to, I’ll listen and won’t judge”

“I may not be able to understand what you are feeling, but I can offer my compassion”

What to sayWhat to say

What to (not) say

Be accepting of changes a person makes Do not take it personally if they push you away Don’t misunderstand silence as a sign they

don’t want to talk

What to sayWhat to say

Legal Considerations

1) Family Medical Leave Act2) Americans with Disabilities Act3) Workers Compensation4) Occupational Health and Safety Act

Four Key Laws include:Four Key Laws include:

Family Medical Leave ActFamily Medical Leave Act• Job protected leave for eligible employees due to

the serious health condition of the employee or qualifying family member.

• “Serious health condition” - Illness, injury, impairment, or physical or mental condition that involves either an overnight stay in a medical care facility or continuing treatment by a health care provider for a condition that prevents the employee from performing the functions of the employee’s job.

Americans with Disabilities ActAmericans with Disabilities Act• Protects qualified employees with disabilities from

discrimination.

• Qualified employee is one who– Has a physical or mental impairment that substantially

limits one or more major life functions– Has a record of being substantially limited OR– Is regarded as being substantially limited

• Amendments have broadened “major life activities”

ADA continued• Reasonable accommodations

– Time off– Changes to work schedule– Simple physical changes to the work place– Change in job duties– Other … may vary based on the situation

• Requests for accommodations may be informal

Workers CompensationWorkers Compensation• Insurance paid by companies to provide benefits to

employees who become injured on the job.

• If the work environment, i.e. work stress, is shown to be one of the attributing factors to the depression, may be covered by workers comp.

• Check with your state laws.

Occupational Health and Safety ActOccupational Health and Safety Act• Employers shall furnish an environment free from

hazards that are causing or likely to cause harm to employees.

• Workplace hazards may be a stressor contributing to and intensifying employee depression.

• OSHA may require additional precautions to reduce the likelihood of increasing harm to the employee.

What Employers Can Do

I. Be a compassionate employer Express genuine and caring support Encourage employee to seek help Provide time off and other accommodations Discuss legal and company policy options (HR)

II. Ensure legal compliance Educate supervisors on legal considerations Ensure proper documentation Ensure non-retaliation Maintain confidentiality

What Employers Can Do

III. Educate the workforce Signs and symptoms Resources available Encourage tolerance and reduce stigmas Distribute posters to reduce fears about mental illness

IV. Promote a healthy work environment Provide stress management training and counseling Identify and reduce workplace stressors Health fairs, provide depression screening w/licensed professionals Encourage a safe and supportive work environment

Conclusion

Sources Used

National Institute of Mental Health, www.nimh.nih.gov

Employee Depression: Legal and Medical Answers, Susan G. Fentin and Ronald Schouten, M. LeeSmith Publishers, www.hrhero.com

Managing employee depression in the workplace, Review of Business Robert J. Paul, 2003.

Happiness from a Bottle, HR Magazine, Kathryn Tyler, 2002.

EEOC Enforcement Guideline on the Americans with Disabilities Act and Psychiatric Disabilities, http://www.eeoc.gov/policy/docs/psych.html.

Interviews with current and former employees.

Live. And Learn.

Thank you for your time today!

Depression in the Workplace Melinda Adams, SPHR Human Resources Manager Adamsmel@missouri.edu 1.

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