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"PRIVATE DRUG STASH JEPORDIZES EMPLOYEES REPUTATION!"

Dear Kathryn:

While rooting around my work area, my co-worker discovered I take a few different medications to keep my stress level and emotions in check. That being bad enough, she leaked this news to the rest of the department, making my boss aware of my private medicine drawer.

After a particularly difficult meeting last week, my supervisor asked me if I was "stressing out" and inquired if I had taken my medication. Needless to say, I was floored.

Today I was removed as project manager from a key account. My boss surmised it was "too much for me" and said he couldn't risk the project being mishandled. I found this insulting and that he was using his knowledge of my medication as an excuse to lessen my duties.

I can't take back what they already know but feel as if my employer has invaded my privacy and is holding my medical needs against me. What rights do I have? I don't feel I have done anything that should alter my responsibility and feel this will affect future increases and promotions.

RACHAEL T., Westborough, MA

Dear Rachel:

You're right! You can't "un-ring a bell", but you also can't assume your boss inquired about your stress level or pulled you from the account because of your medical needs.

My first suggestion is to calmly address with your boss what specific reasons led him to believe that handling the key account "was too much for you." Tell him you need to hear examples of what shook his faith in your abilities, especially if you've been handling this level of responsibility up 'til now. Only once you know what made him nervous can you analyze what your next step should be.

As for the legality of your situation, Attorney Zaccardi reminds us that an employer has an actual duty to inquire about your psychiatric medical condition if they feel your medical condition requires a special accommodation. As I'm not sure your employer inquired about your stress level because they sincerely felt you needed an accommodation or they were simply curious, it's impossible to further comment.

When it comes to your legal rights, you would need to prove you were being discriminated against by being pulled from the project because you do indeed have a real disability. As you don't indicate the specifics of your condition, it's not possible to determine whether your medication needs qualify as a "disability."

Your frustration is understandable now that a piece of your personal business is public news. However, it's more important than ever that you maintain your calm and professional demeanor. You don't need to give your viper co-workers more to gossip about.

Dear Kathryn:

Like the Titanic, the ship I'm managing is slowly sinking.

I've been in management for fourteen years; have handled dozens of terminations but never a layoff. Within the next few months, it looks like layoffs are inevitable. During this past rough year, I've been able to keep these people motivated. Now they're asking me specific questions about pending pink slips. I don't want to lie, but I don't want to lose them or watch their productivity nosedive. Any suggestions on how to handle this?

ROB P., Salem, MA

Dear Rob:

You're wise to readily respond to your employees' anxiety-- and the sooner, the better. If you take a page from 8.3 billion-dollar company, Agilent, who laid off 8,000 people, you'll emerge from this nightmare exhausted, but respected. When this Hewlett Packard spin-off predicted layoffs, they were ready for the anger, fear, anxiety and frustration all employees feel when hit with the news. Agilent's premise was to be brutally honest about what was going down and why. They felt by constantly keeping employees in the loop about what was happening, what was driving the pending layoffs to a reality stage, and what the timing was, they gained an invigorated staff of employees. They pitched in with cost-saving ideas and increased productivity.

Hard to believe, huh? I thought so, too, as most soon-to-be-laid-off employees immediately job-hunt and bolt. But when Agilent's employees were polled as to why they stayed as layoffs became a reality, they stated they hung in there, working harder than ever because they felt their employer acted with integrity. In addition, they stated they still had a dim hope that if they worked diligently, they could hold onto their job.

A neat new book, The New Manager's Starter Kit by Robert Crittendon reinforces Agilent's theory by outlining the emotional factors your employees are experiencing. They know that the security and comfort that's dear to them is about to implode. By you and your managers being patient listeners to their grieving during this adjustment period, you'll earn their respect. Once your staff has acclimated to the inevitable, get them to refocus. Obviously there will be surviving employees who will need to maintain their positive work attitude and energy. Your next job will be to play motivator to those remaining.

Your task won't be easy but it's obvious you have the strong soul and spirit to bring your staff through this.

Dear Kathryn:

I started a new job in June and received a signed letter from my employer stating my health and dental insurance benefits would begin on July 1st. That's come and gone, and still no forms from my employer. I asked my boss and he told me they have to come from corporate. How long can they keep me waiting? What if I get into an accident or have some type of medical emergency? What leg will I have to stand on? I'm afraid this worry is going to make me sick!

JENNIFER R., Cranston, RI

Dear Jennifer:

Employers have no legal obligation to provide health insurance to employees. However, they took on this obligation when they not only provided it for other employees, but also promised in writing they would do so for you. In addition, they stated when this coverage would begin. Tell your boss that you expect them to make good on their commitment, doing so in memo format, attaching a copy of your offer letter specifying the health benefits start date. CC a copy to corporate. If the insurance company refuses to back-cover you, your employer will be liable for the medical bills incurred. Keep me posted on your progress.