Gregg Bob
Boardman, Suhr, Curry & Field LLP, Madison, WI 53701-0927, USA.
J Med Pract Manage. 2006 Mar-Apr;21(5):251-4.
Employers are sometimes confused with employee conduct that is truly a menace to the welfare of co-workers. Often, unusual behavior is perceived by others as being threatening but is not truly so. Managers must differentiate and act appropriately under the circumstances. This article outlines somes of the situations that may arise and provides guidance for managers' response within the rules set forth by the Americans with Disabilities Act (ADA). A policy of zero tolerance for disruptive acts may serve most practices well. The appropriate use of professional evaluations and employee assistance programs (EAPs) is also discussed.
雇主有时会对那些确实对同事福利构成威胁的员工行为感到困惑。通常，他人会将不寻常的行为视为具有威胁性，但实际上并非如此。管理者必须加以区分并根据具体情况采取适当行动。本文概述了可能出现的一些情况，并根据《美国残疾人法案》（ADA）规定的规则为管理者的应对措施提供指导。对破坏性行为采取零容忍政策可能对大多数机构都很有帮助。本文还讨论了专业评估和员工援助计划（EAP）的适当使用。
