Distressed and Distressing Employees Protocol

1. Distressed and Distressing Employees Protocol Office of Human Resources

2. Objective • The goal of the Distressed/Distressing Employee Protocol is to be a supportive mechanism for employees who are facing challenges in their everyday lives. • It will help employees identify the appropriate support and assistance they might need. • It will identify resources within the Office of Human Resources and within the Employee Assistance Program. • It is not the intent of this program to be disciplinary in nature.

3. Who is a Distressed or Distressing Employee? • An employee who tells you that he/she is personally troubled • An employee who tells you that he/she is troubled about or by another employee • You, yourself, are concerned about an employee and/or about their potential impact on other employees

4. Employee Assistance Program • Resource provided to assist all employees with any personal and professional issues. • Available to all UMass Boston employees • Confidential • Easy to use • Free • Ceridian/LifeWorks is UMass Boston’s Employee Assistance Program provider • (888)267-8126 or www.lifeworks.com • User ID: UMass/password: lifeworks

5. The Distressed or Distressing Employee Protocol • Step One: Gather Information • Step Two: Assess the level of distress • Step Three: Assess your relationship to the employee

6. Step One: Gather Information • Identify possible warning signs, either through direct observation or disclosure of information. • The warning signs can be: • Psychological • Physical • Professional

7. Step Two: Assess Level of Distress • Urgent: Responder should immediately contact Public Safety at 617-287-1212 or 911 from any campus phone • Example: Employee is at immediate risk of harming self or others; employee is unresponsive or incoherent. • Important, but not urgent: Responder should proceed to Step Three

8. Step Three: Assess Your Relationship to the Employee • If you know the employee and feel you have the experience, ability, and time to try and deal with the employee directly, contact Human Resources first to determine what assistance they may need and should additional help be needed BEFORE you initiate a conversation with the employee regarding the matter. • If you do NOT know the employee or you do not feel you have the experience or ability to try and deal with the employee directly, contact the Office of Human Resources by telephone at (617)287-5106 or by email M.PetersonPinkham@umb.edu.

9. During the Conversation • Let the employee know what you have noticed about his or her behavior that has caused you to be worried and express your concern. • Example: “I have noticed you’ve missed deadlines three times in the past two weeks.” • Do not promise to keep the conversation confidential • Ask open-ended questions and listen carefully • Recommend they call the Employee Assistance Program

10. After the Conversation • Inform the person in charge of your area or department of the situation and your actions. • Contact the Office of Human Resources by telephone at (617)287-5150 or by email (M.PetersonPinkham@umb.edu) to express your concern and inform them of your actions either that day or the next business day (if the concern arose after business hours).

11. What Happens Next? • Report will be reviewed by Margaret Peterson-Pinkham in the Office of Human Resources • A course of action addressing the concern will be developed, which may include another referral to the Employee Assistance Program.