1. Depression in the Workplace Melinda Adams, SPHR Human Resources Manager Adamsmel@missouri.edu 1

2. Introduction 2

3. Topics 1)Why this topic 2)What is depression 3)What to (not) say 4)Legal considerations 5)What employers can do 3

4. Why this topic? 4 Testimonials and Scenarios

5. Why this topic? Higher health insurance costs Higher absenteeism Reduced productivity Impact on team effectiveness Higher turnover 5 Impact on the Workplace

6. Why this topic? 6 Largest dollar increase 10 ten years!

7. What is depression? Depression and disability Approximately 1 in 4 May be linked to other chronic illnesses 7 Facts about Depression

8. What is depression? Women experience depression more than men. All ethnic, racial, socioeconomic groups suffer from depression. Could lead to suicide. 8 Facts about Depression

9. What is depression? Several causes may contribute including –Genes –Brain chemistry –Stress –Other? 9 Facts about Depression

10. What is depression? Dysthymia Clinical / major depression Bipolar / manic-depressive disorder Other 10 Types of Depression

11. What is depression? 11 Foggy headed Gray world Isolated from others Feel “broken” Tired Ups and Downs

12. What is depression? 12

13. What is depression? 13 SIG E CAPS SSleep disturbance IInterest / pleasure reduction GGuilt feelings, worthlessness EEnergy changes / fatigue CConcentration impairment AAppetite / weight changes PPsychomotor disturbances SSuicidal thoughts Plus depressed mood

14. What is depression 14 Common symptoms seen at work  Persistently sad, anxious or empty mood  Restlessness, irritability  Difficulty remembering or making decisions  Loss of energy, fatigue  Absenteeism  Declining productivity  Interpersonal relationships impacted  More workplace accidents  Overreaction to stress  Increased focus on negative events

15. What is depression The good news is that research has shown with medication and therapy, treatment is effective in 80% of all cases. 15

16. What to (not) say  “Cheer up!” or “Just choose to be happy”  “Stop being lazy” or “Just get a job”  “Your life is great. You don’t have anything to be sad about” or “You’re being selfish” 16 What not to say (or believe)

17. What to (not) say  “I am concerned about you”  “If you need someone to talk to, I’ll listen and won’t judge”  “I may not be able to understand what you are feeling, but I can offer my compassion” 17 What to say

18. What to (not) say  Be accepting of changes a person makes  Do not take it personally if they push you away  Don’t misunderstand silence as a sign they don’t want to talk 18 What to say

19. Legal Considerations 1) Family Medical Leave Act 2) Americans with Disabilities Act 3) Workers Compensation 4) Occupational Health and Safety Act 19 Four Key Laws include:

20. Legal Considerations Family Medical Leave Act Job protected leave for eligible employees due to the serious health condition of the employee or qualifying family member. “Serious health condition” - Illness, injury, impairment, or physical or mental condition that involves either an overnight stay in a medical care facility or continuing treatment by a health care provider for a condition that prevents the employee from performing the functions of the employee’s job. 20

21. Legal Considerations Americans with Disabilities Act Protects qualified employees with disabilities from discrimination. Qualified employee is one who –Has a physical or mental impairment that substantially limits one or more major life functions –Has a record of being substantially limited OR –Is regarded as being substantially limited Amendments have broadened “major life activities” 21

22. Legal Considerations ADA continued Reasonable accommodations –Time off –Changes to work schedule –Simple physical changes to the work place –Change in job duties –Other … may vary based on the situation Requests for accommodations may be informal 22

23. Legal Considerations Workers Compensation Insurance paid by companies to provide benefits to employees who become injured on the job. If the work environment, i.e. work stress, is shown to be one of the attributing factors to the depression, may be covered by workers comp. Check with your state laws. 23

24. Legal Considerations Occupational Health and Safety Act Employers shall furnish an environment free from hazards that are causing or likely to cause harm to employees. Workplace hazards may be a stressor contributing to and intensifying employee depression. OSHA may require additional precautions to reduce the likelihood of increasing harm to the employee. 24

25. What Employers Can Do I. Be a compassionate employer  Express genuine and caring support  Encourage employee to seek help  Provide time off and other accommodations  Discuss legal and company policy options (HR) II. Ensure legal compliance  Educate supervisors on legal considerations  Ensure proper documentation  Ensure non-retaliation  Maintain confidentiality 25

26. What Employers Can Do III. Educate the workforce  Signs and symptoms  Resources available  Encourage tolerance and reduce stigmas  Distribute posters to reduce fears about mental illness IV. Promote a healthy work environment  Provide stress management training and counseling  Identify and reduce workplace stressors  Health fairs, provide depression screening w/licensed professionals  Encourage a safe and supportive work environment 26

27. Conclusion 27

28. Sources Used 28 National Institute of Mental Health, www.nimh.nih.govwww.nimh.nih.gov Employee Depression: Legal and Medical Answers, Susan G. Fentin and Ronald Schouten, M. LeeSmith Publishers, www.hrhero.comwww.hrhero.com Managing employee depression in the workplace, Review of Business Robert J. Paul, 2003. Happiness from a Bottle, HR Magazine, Kathryn Tyler, 2002. EEOC Enforcement Guideline on the Americans with Disabilities Act and Psychiatric Disabilities, http://www.eeoc.gov/policy/docs/psych.html.http://www.eeoc.gov/policy/docs/psych.html Interviews with current and former employees.

29. Live. And Learn. Thank you for your time today! 29