Employee Relations and the Returning Veteran
Post-traumatic stress disorder (PTSD) is a condition that can affect anyone in your workforce. However, it is especially common among men and women who have served in combat zones while in the military. If you have employees who are returning to work after a tour of duty in Iraq or Afghanistan, there is a possibility that they will need accommodations they did not previously require. This situation can put the employee relations skills of HR staff and department managers to the test.
Is PTSD a Disability?
PTSD is considered to be a disability when it significantly impairs a person’s ability to perform one or more major life activities. This includes the ability to hold a job by performing regularly assigned duties at work. Under the ADA, employers are required to make reasonable accommodations for all workers with disabilities. With some medical conditions, the necessary action is obvious (ensuring ramps are in place and that bathrooms have rails, etc.)
However, the symptoms of PTSD can vary a great deal from one veteran to the next. One might experience high levels of stress when interacting with other people. Another may have flashbacks when exposed to a specific sound or smell. This means accommodation will be highly individualized.
How Do I Know if an Employee Has PTSD?
The signs may not be obvious and a worker is not obliged to disclose this condition unless he or she is requesting accommodation. It is obviously preferable for the employee to approach HR and management before a serious incident occurs at work. However, many individuals feel shame about their condition and are hesitant to seek help.
Managers of returning veterans should be aware of the potential for high stress levels and reach out to offer assistance (without prying) whenever possible. For example, they can recommend that the employee contact the company’s EAP - just as they would for any worker who is exhibiting signs of stress.
As an employer, you do have the right to request a work-related medical evaluation for an existing employee if it is necessary for the wellbeing of your business. Such an exam should only be requested if there is clear evidence of a problem. The information gathered during this examination should be used to determine:
- The worker’s ability to perform core job functions
- If it is safe for the individual to return to work
- Accommodations that may be required
Your ability to come up with creative solutions for accommodating PTSD-related symptoms will have an enormous impact on the ability of veterans to re-integrate into their jobs. For optimal results, engage the employee in determining ways to make the work environment less triggering.
