Manager Tells Worker To Clock Out If She Couldn't Work Due To Her Self-Diagnosed Anxiety, Asks If They're Wrong

"I told her that self diagnosed anxiety isn’t a disability, so she can do her job or leave."

Sophia

• Published in Interesting
• July 15, 2024

Balancing empathy and workplace responsibilities can be challenging for any manager, particularly when dealing with mental health issues like anxiety. In this scenario, OP manages a small soap and lotion company with just nine employees.

They noticed a pattern with their latest hire, who frequently claimed anxiety and stomach issues to avoid cleaning tasks. Anxiety is a common mental health issue, affecting about 40 million adults in the United States—it can cause significant distress and impair one's ability to function in various settings, including work.

The employee's self-diagnosed anxiety led her to seek refuge in the break room, avoiding cleaning duties like taking out the trash. Initially, OP accommodated her, but after recognizing the recurring pattern, they asked her to trade chores with coworkers.

When no one agreed to trade on one occasion, and the employee still refused to perform her duties, OP told her to clock out if she couldn't work. This led to the employee quitting, threatening a lawsuit, and posting negatively about the company on social media, causing tension among the remaining staff.

The situation highlights the complexity of managing self-reported mental health issues in the workplace. While it's crucial to provide support, it's also important to ensure that all employees fulfill their responsibilities.

OP's actions aimed to maintain fairness and productivity but resulted in mixed reactions from the team. This case underscores the need for clear policies and open communication regarding mental health accommodations in the workplace.

Just take a look at this...

OP manages a small local and online soap and lotion business with nine employees and a storefront.

Much cleaning falls on employees in their small warehouse; they only complain about eco-friendly products.

Chores rotate so no one gets stuck with disliked tasks; this system works well for three years.

The latest hire avoids cleaning duties, claiming anxiety and stomach issues, often retreating to relax instead.

Initially, she did the chores out of pity, but then the employee started trading tasks with coworkers.

Friday, she avoided trash duty, claiming a panic attack; no coworkers agreed to trade tasks with her.

She couldn't do her task, so her manager told her to clock out early; she questioned why.

When told to clock out for not doing her job, she claimed needing accommodations for anxiety.

Former coworker quit, threatened lawsuit, posted negatively; some employees suggest apologizing to prevent business issues.

Some employees upset about her actions; unsure if she's seen as wrong in situation.

Scroll down to see what people had to say...

NTA. Anxiety doesn't excuse neglecting job duties; professionalism counts.

If it's a genuine disability, she should seek proper guidance and professional support for it.

NTA. Self-diagnosis isn't diagnosis; accommodations shouldn't mean not doing the job and still getting paid.

Sounds like she's using her "condition" to manipulate; if she can't handle it, she should reconsider.

NTA; accommodating doesn't mean not doing the job. Clock out for personal time, then back to work.

Seems suspicious her issues only arise when avoiding tasks; NTA, especially without a doctor's note.

NTA. She's accommodated her employee's self-diagnosed anxiety longer than most employers would.

Self-diagnosis undermines those with genuine conditions, making it harder for them in workplaces.

NTA. Fair enforcement of workplace rules requires genuine documentation, not just excuses.

Lol, imagine a less stressful job than bathroom and trash duty at a homemade soap shop?

NTA. Requiring proof for medical accommodations isn't unreasonable; calling out BS isn't villainous.

Balancing empathy and accountability is like making soap: too much lather, and you lose grip. They learned that clear policies are essential, or else you might end up with a slippery situation. After all, clean business practices should leave everyone feeling fresh.

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Sophia