Speaker 1: Hi, Jenny Stone here from HR Shield with your HR Rescue. Each day, we get hundreds of questions from our clients and other small and mid-sized business owners about some of the most common HR issues. And we figured if they have those questions, you might too. So let's provide a lifeline and share our answers to some of the most common scenarios. So what should you do when one of your employees' personal problems affects their job performance, mood, and behavior at work? Although there can be differences based on the state in question and the law at issue, most employees' personal lives can affect their ability to do their jobs and interact with coworkers, supervisors, and customers. Even when employees have serious personal issues to deal with at home, they still must meet performance expectations and act professionally. When addressing an employee whose personal problems are affecting his or her work performance, give specific examples of unacceptable behavior, and make clear the expectations for improvement. Bringing these matters to the employee's attention in a concerned manner, showing empathy, will likely allow him or her to realize how personal issues are negatively affecting working relationships and job performance. An employee whose personal issues consume him or her at work may be physically present, but spending all of their time dealing with those personal problems rather than performing the job. It may be appropriate to offer such an employee time off of work, in the form of vacation or unpaid personal leave, to deal with those issues so that they can come back to work more focused. A performance improvement plan can outline areas for improvement and the employer's performance expectations. An employee who is overwhelmed with emotional issues at home may have trouble prioritizing and staying focused at work. He or she may need extra assistance in setting those priorities, staying on task, and dealing with roadblocks. Allowing time for the employee to vent about those issues constructively with a supervisor may be helpful. Mental health issues that affect personal behaviors may invoke the protections of the Americans with Disabilities Act, or the ADA. Communicating with others, and even thinking and concentrating, are considered major life activities under the ADA. If an employee is experiencing challenges in these areas, the employer may have an obligation to engage in the ADA interactive process by asking the employee how the company could help him or her meet the essential functions of the job. Employers should be concerned with the stress level of their employees, as stress has a serious impact on worker productivity. Careful planning and empathy in dealing with employees whose personal problems affect their work performance are useful tools that managers should have in their toolbox. As always, thank you for watching, and don't forget to hit the subscribe button. And you can always email us for more information at support at hr-shield.com.