If an employee shows signs of OCD, but never actually admits he has it, can his stubbornness be acknowledged on his evaluation?

Since OCD is a mental disorder, would it be inappropriate to give him a lower salary increase due to his attitude whenever someone asked him to perform a task such as go on a messenger run? All year long, he kept saying he can’t go because “this has to get done”... when all he has to do is straighten “crooked” things. So technically, it’s not his attitude, but his illness. Isn’t that like complaining to an employee about his failure to be brief when he talks (he has a stuttering problem)? Can an employee with OCD sue the company for giving him a bad evaluation based on refusal to go on messenger runs, when an illness prevented him?

7 Answers

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  • 3 weeks ago

    Dude, you keep posting about the OCD guy doing messenger runs...what is this, the fifth one?  

    If he doesnt admit to any issues, he can be fired for poor performance and he would lose any lawsuit...period. If he requests accomodations explicitly, then perhaps...

  • odd
    Lv 7
    4 weeks ago

    He might be a candidate for a supervisory Employee Assistance Program referral based on an observed behavior that is negatively impacting job performance.

  • Eva
    Lv 7
    4 weeks ago

    His illness does not prevent him from going on runs. He prefers to make an excuse. There's no reason he can't be told to do the run and then straighten. It may make him uncomfortable, but he can "straighten things" when he gets back. He's using his OCD to get out of doing something he doesn't want to do. Since he fails to do his assigned duties, he should be warned in writing and eventually terminated if the refusal continues.

  • Judy
    Lv 7
    4 weeks ago

    No. And anyway, how do you know he has OCD? Just assuming? Unless he has given you a doctor's note on it, you don't have to make any accommodations for him and could fire him for refusing to go on the runs when told to.

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  • 4 weeks ago

    Explain "lower salary increase". Your attempt at English is almost laughable. How can an increase be anything LOWER than what he is already getting?

  • angie
    Lv 4
    4 weeks ago

    Be honest and specific about what company needs are not being met. Stay away from forming opinions on the 'why' so much as being clear about the job responsibilities and how they are neglected. Do not mention OCD at all. Either address a plan with him as to how he will meet the company standard or explain his low pay raise is a result of his inaction. HE can then claim the cause of hindrance or come up to par.

  • Liz
    Lv 5
    4 weeks ago

    If the employee hasn’t said that he has OCD, then it isn’t discriminatory to give a smaller raise. Note your concerns and discuss ways to improve.

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