JobSecurity #MentalHealth #PsychoticEpisode #LegalAdvice #WorkplaceConduct
Understanding the Situation
Experiencing a psychotic episode due to a medication mix-up can lead to unintentional actions with significant consequences. In this scenario, our reader faced backlash after sending an email with a racial slur during such an episode. Let’s explore the possible outcomes and how to navigate this difficult situation.
Explaining the Incident
During a psychotic episode triggered by new medication, the individual unknowingly sent an offensive email. Once they realized what had happened, they swiftly issued an apology and explained the situation to their peers, who largely forgave them. However, some recipients are now threatening to inform the person’s future employer, raising concerns about job security.
Potential Risks of Job Loss
- Company Policies: Businesses often have strict policies against racism to protect their brand and avoid legal issues.
- Public Image: Employers may terminate employees to maintain a positive public image.
- Legal Liability: To prevent lawsuits, companies might choose to distance themselves from such incidents.
Recognizing the Medical Context
Understanding the medical context is crucial:
- Medication Error: The person had a psychotic episode due to a new prescription.
- Hospitalization: They received medical attention and were cleared by a doctor.
- Evidence: Proof from a medical professional explaining the situation can be powerful in mitigating the impact.
Steps to Take
1. Collect Documentation:
Ensure you have all medical records, including prescriptions, hospital records, and a doctor’s note explaining the psychotic episode and clearance.
2. Communicate Transparently:
- With Your Employer: Reach out to your HR department proactively. Explain the situation, providing all relevant medical documentation.
- With Potential Informants: Urge those threatening to share the email to consider the medical context and the potential career damage. Emphasize genuine remorse and measures taken to address the issue.
3. Seek Legal Advice:
- Consult an employment lawyer to understand your rights and protection under disability laws. A psychotic episode due to medication might fall under the category of temporary disability.
Mitigating Future Risks
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Address Health Concerns:
- Follow up with your healthcare provider to ensure no recurrence of similar episodes.
- Discuss alternative medications that minimize the risk of severe side effects.
- Reaffirm Professionalism:
- Consistently demonstrate professional behavior in all communications and workplace interactions.
- Engage in diversity training programs to show commitment to inclusivity.
Support Systems
- Mental Health Support: Leverage resources such as therapy to handle the psychological aftermath.
- Professional Networks: Inform trusted mentors and colleagues about your situation to gain support and advice.
Reflecting on the Motive
Understanding why someone may ask this question underscores the seriousness of the situation they are navigating. This individual is facing the potential loss of their career due to actions taken during a temporary, medically-induced state. The concern is valid and deserves a thoughtful, comprehensive approach to avoid long-term professional damage.
Conclusion
Navigating the aftermath of sending a racially insensitive email during a psychotic episode is challenging, but it is possible with the right steps. Proactive communication, gathering thorough documentation, and seeking legal advice can help mitigate potential job risks. Addressing mental health responsibly and continuing to demonstrate professionalism will go a long way in rebuilding trust and securing one’s career future.
Remember, it’s essential to consult with professionals — both legal and medical — to navigate these waters effectively. Stay proactive and take one step at a time to resolve this unfortunate situation.
[Not HR advice]
There’s no one right answer here, unfortunately. No one can predict if your unhappy peers will be successful in carrying out their threats or how your employer will react.
Do you want to go to the employer first and tell them to expect these emails? That would get you an immediate answer but also requires disclosing something that might otherwise remain secret.
Maybe weigh the pros and cons of potential outcomes and actions on your part with your therapist and work up a plan to prepare yourself for each scenario. When you can’t predict what will happen, prepare as well as possible to endure and survive *any* outcome.
Edit: An employer’s obligation is to prevent bad behavior on their watch. So a company could (*if they chose to*) hire someone who was overtly racist as long as that person never expressed or acted on those sentiments in the workplace. I wouldn’t say it’s a great idea. But employers’ are not legally obligated to be the thought police (yet).
To be clear – was this a spelling error or an intentional hateful racial slur you wanted to use but accidentally sent to more people than you thought you would?
There is no one right answer.
How important are you to your new employer?
If you’re some random new hire and 3-wks in it arises that you have all this baggage (history of racism, poorly managed medical conditions which make you unreliable, propensity to mass email distribution lists, &c.), someone might decide that’s a lot of liability for a random junior analyst and cut you loose.
If on the other hand, you’re super important to this business, or they are understanding (or even supportive of your actions), then they might decide they still need you, even with all this baggage.
Think of it this way, someone prone to seizures isn’t going to get a job driving a truck…
Someone prone to sending incredibly inappropriate mass emails is unlikely to keep a job if it has a chance of causing issues with clients/customers.
If it’s a one in a million issue, then you might be able to explain it away as a one off… but if you’re likely to have changes to medication in the future that has a chance of causing this… then you’re going to have more trouble. There’s not really a reasonable accommodation that would fix this that I can think of… if you’re not going to take time off to be put on a psych hold with no tech access every time you change meds.
Legally, yes, you can lose your job over this kind of thing, if you’re not indispensable.
Your having a medical condition may limit your liability but not the company’s.
You are talking about a 24 hour period lapse in time.
In the country where I live UK, and most european countries you would be protected by anti discrimination law because you have an underlying medical illness / disability. You would have a very good case if you were fired for behaviour you displayed during a period of insanity related to a medical condition.
Get as much documentation in place and ensure you have a diagnosis that offers as much legal protection as possible.
You may lose this job, but we have no way of knowing. Going forward, you need to keep all info about where you work offline so that it’s less easy for this to happen to you again.
I also suggest any time you need to adjust your medication, you take FMLA until you know how it will impact you, so you don’t have this happen again.
Many people hide behind “psychotic episodes” and “mental health issues” to justify their racial bias, and are only apologetic when they get caught. Your employer may see it this way too if the email is forwarded, and may decide that you do not uphold company values and terminate you. Time will tell.
Your doctor gave you a note that says your outburst will never happen again? I’m struggling with that. As HR, I would be hard pressed not to be curious how that could be a medical promise. Did I misunderstand?
To the people sending the emails that’s so against the law. Especially on school email. That’s an hr issue not a I’m gonna ruin you issue.
“Brain zaps” and a 24 hour hold for “psychosis”?
Do you believe your own bullshit?