The Manner of How OCD Employees Handle Work

John Neyman Jr
Dr. John is a counselor and therapist to ADHD children and their parents

OCD is not an ordinary disorder that must be taken for granted.

Obsessive Compulsive Disorder is defined as an anxietydisorder described by intrusive thoughts that produce discomfort, apprehension, fear, or worry, by repetitive behaviors. Because of the habitual thoughts and behaviors one manifests when having OCD, it is very important to manage the disorder appropriately. OCD is common among adults, therefore they must be knowledgeable about it especially those who are hired for job prospects.

First and foremost, an employee must know all his rights and obligations with in the external and internal environment of the company. They must also be aware of their health condition because this greatly affects their performance in the workforce. An employee suffering from OCD must exactly know the nature, signs and symptoms and the treatment of the disorder. By this, his condition may not affect his job or at least may lessen the indications experienced during employment.

One must not be deprived from work because of his health state. An applicant must not be therefore underprivileged because of OCD neither an employee must be ousted for the reason of having OCD.

Employees having OCD must know their rights, privileges and corresponding risks in the company and in the workplace.

On the other hand, employers must also know the legal terms as well as their risks on having or hiring human resources with OCD.

Different signs and symptoms are being evident on a person having OCD. It may cause difficulty. Having OCD may be not easy in having a productive work. The symptoms of OCD affect the workers’ performance in the place of work, thus, they become ineffective, at times, of what being required to them. It is important that the employee having an OCD must know how to handle the obsessions and compulsions of the disorder, as well as the treatment. By this, he may be able to know his limitations in himself and in his job too.

It is invalid to reject an employee from the position because of having an OCD. One’s medical condition cannot encumber one from his job. Presented on his resume are his qualifications and attainments that can suffice the requirement of the company for him to be hired in the position. On the other hand, however, opportunity loss is considered. Employees with OCD will cost the organization in terms of health insurances. Because of their condition too, absenteeism cannot be avoided and worse will frequently happen. Sick leave may be filed at most times, requiring the company to support the condition of their employee and to give assistance which will add up to their expenses.

Terminating the employee for health reasons is against the human labor laws.  Giving the employee odd jobs that are out of his capabilities that may cause him more stress and worsen his condition may be a way of the organization to have the employee quit from his job. With this, the employee having OCD may voluntarily leave his job.

The conditions and situation mentioned above seem so worse and stressful considering the health problem of the employee. The said circumstances cannot be generalized because there are companies and employers that are very much concerned with the welfare and well being of their employees, complying with their social responsibility on the community.

If you have an OCD patient at work, don’t push them down, help them.

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