Thread: What Do You Think? A Little Q&A
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Old 04-09-2006, 12:10 AM
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anthony anthony is offline Gender Male
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Quote:
Originally Posted by piglet
1. Would you employ someone with ptsd where the job requires working alone with minors (16-18year olds).
Yes I would employ a person with PTSD, and it would have nothing to do with what age group they are working with, and purely performance and experience based.

Quote:
Originally Posted by piglet
2. If you discovered that an employee was working unsupervised with 16-18 year-olds and had been diagnosed with ptsd, what would you want to do about it?
Nothing. If the person is doing their job, then there is no issue. If the person fails to perform their job as employed, then warnings and dismissal would occur.

Quote:
Originally Posted by piglet
3. Would it make any difference if this employee had a good employment record since being with the company (2 years) and had never acted inappropriately, even during the months leading up to ptsd diagnosis when the employee maintained all aspects of the job to required standards?
Yes, employment history and past experience is most definately taken into consideration. From experience, if a subordinate was a good worker for years, then suddenly began doing out of character acts, I counsel them to find out what has changed within their life. For this to occur, something has always changed, its just a matter of asking the right questions. Once you have the impact within their life, which is usually debt or relationships, counsel them and help them to get control of the situation, then they become a happy worker once again and back on track in performance.

Every person has these ups and downs during their lifetime.

I have always viewed my workers like this for employment purposes:
  1. They meet legal age requirements to work
  2. They meet any legal qualification requirements to perform the job
  3. They can physically perform the job
If a person was employing a checkout attendant, then multiple disabled persons would fit this criteria and be capable for employment. If the job required heavy manual labour, then employing a person within a wheelchair, or a person with significant back problems would not be suitable for this position.

Legalities > Qualifications > Physical Capability
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