Disrupting the Workplace

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You’ve posed some intriguing and complex questions regarding your employee’s situation. There is certainly a lot to unpack here, and while I may not be able to address every nuance, I will do my best to provide insights.

One crucial aspect that seems to be missing from your account is whether you have already engaged in a conversation with this employee about her performance. Is she aware of the challenges her behavior may be causing? Even if this topic has been addressed previously, it is vital to have a direct conversation with her regarding your concerns. However, I would recommend focusing on her perceived “inconsistency” rather than her health issues. It appears that her struggles are not due to a lack of capability, but rather a struggle to manage her time effectively. When she is able to dedicate herself to her work, she performs admirably, and it’s essential to acknowledge that value.

Before initiating such a dialogue, it is also important to reflect on the language you’ve used to describe her. Terms like “challenging” and “unreliable” can carry significant weight. As you’ve mentioned, this employee is dealing with health challenges that impact her ability to maintain consistent work hours. However, the way you frame your concerns might unintentionally suggest a sense of resentment or disbelief regarding her situation. Your observation about her attending work despite stating she cannot may indicate a lack of trust, which is something you may need to introspect on.

That said, it’s clear that navigating this situation is complex, and seeking guidance is a wise choice. I consulted with human resources executive Lisa Failla, who has valuable experience in such matters. She emphasized the importance of familiarizing yourself with the Americans With Disabilities Act (ADA) guidelines, particularly regarding accommodations for employees facing health challenges.

Lisa also noted that if your employee’s chronic health condition is worsening, she may qualify for short- or long-term disability leave. It’s advisable to have your HR partner manage any discussions about this aspect. As a compassionate and effective manager, providing your employee with the necessary external support will be crucial in accommodating her needs while staying within the legal frameworks outlined by the ADA.