S 3.7 Point of contact in case of personal problems

Initiation responsibility: Head of Personnel, Personnel/Supervisory Board

Implementation responsibility: Personnel/Supervisory Board, Personnel Department

The personal problems of an employee can often be the cause for tasks being performed inadequately. Examples of such problems include large debts or substance addiction, but also problems at the workplace (being overworked/underchallenged, bullying). It can be useful in many cases if a confidant is available to help those affected overcome these problems. This contact person should bear in mind the interests of the person concerned and offer concrete help while protecting the interests of the company and/or government agency and looking for possible solutions together with the person concerned.

However, these confidants must also be available to supervisors and colleagues if these repeatedly observe unusual behaviour of third parties indicative of a reduced level of reliability. The confidant must then be allowed to speak to the person concerned and to offer help.

The Personnel Board, Supervisory Board, or company doctors could assume the role of a confidant. All employees must be informed when such a point of contact is appointed. External confidants include the counselling centres of the health insurance companies, for example.

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