When the risk are clear, but the solutions are not….

Managers and Human Resources professionals confront situations daily that require skilled assistance.  The Braverman Group’s unique combination of mental health and management consultation skills are an invaluable resource.  Several examples illustrate:

Scenario:  An employee is on medical leave or disability status because of disruptive behavior or mental health problems.  The employer doesn’t want him back because his behavior creates an unhealthy atmosphere and performance has been substandard.  We assist managers in identifying the options, including progressive discipline, well-planned termination, retirement, or alternative placement.  The risk of a claim or lawsuit is greatly reduced by identifying the medical/psychological issues related to the employment decision.  We may arrange to talk with the treating physician or psychologist.  The employee will almost always grant permission for this.  As the employer’s consultant, we thus create an “information buffer,” which allows the employer to gain important information without risking privacy violations. 

Scenario:  An employee has violated the workplace violence policy and is liable for discipline, up to termination.  It is crucial to conduct the fact finding, dangerousness assessment and administration of consequences in such a way that does not increase the threat to the workplace, especially after termination.  Summary dismissal often creates the most risk but most employers are not aware of how to effect a separation that does not increase the risk of violence from the former employee.  In these cases we assist in the assessment and collateral fact finding, and provided guidance to help manage decision making throughout the process. 

Scenario:  An employee comes forward with a complaint of harassment by a manager through the company’s formal complaint procedure.  Legal action is threatened and mention is made of the creation of a hostile work environment that is causing psychological harm.  Other employees have voiced similar complaints about this same manager.  The client, in this case the Vice President of Human Resources, is aware of the problem but the company has been reluctant to take corrective action with the manager, who belongs to a protected class and is known to be litigious.  The company, in consultation with its attorney and consultant must balance the risks based on a careful assessment of organizational climate, status of the claimant, and potential merit of the case that may be brought by the manager.  In cases like this we provide assistance to the team through carefully contained information gathering, analysis, and recommendations.

Careful information gathering, planning, and a consultative approach help ensure a safe, humane and effective resolution to these delicate situations.  The Braverman Group is your trusted partner.