OK, Theresa! I am getting the picture that some in missions have been quite loosey-goosey about what to measure and when. Let’s assume that we have adjusted our “Pre-Employment Screening” (PES) process whereby it is legal, ethical, doesn’t ask bad questions, and avoids creating GINA issues (!). Now what? By that I mean some people will not have remaining issues, but some do. What do we do then? I understand that we don’t do anything until after an offer of employment is given and then signed…I wonder what that might look like?
But, once that is done, what are some thoughts and strategies an agency might consider as they begin to develop, provide, or determine if they can provide accommodations for the missionaries issues…
For the sake of an example: Let’s say during the application and interview process, a candidate volunteered that she has been depressed, and is on an anti-depressant. The mission can’t rule her out, (because of ADA and GINA), but after the offer is accepted, it performs an accommodation analysis. What goes into that? If I could naively put forth some ideas for you to tear apart ☺, I would look at the the following:
1. Where does she indicate she wants to go? Can the mission provide the needed support there?
2. How can we monitor him to make sure he thrives, and doesn’t fall apart?
3. To whom will he be accountable, and do we have all the releases for communication?
These are just a few thoughts. Feel free to run with this!
Disclaimer: not official legal or psychological advice or opinion
- Guest Post: Why Churches Need an Executive Pastor, Part 2
- When The Pre-Employment Interview Process Enters “Forbidden Territory," Part 4
- When The Pre-Employment Interview Process Enters “Forbidden Territory," Part 3
- A Safer Playground
- When The Pre-Employment Interview Process Enters “Forbidden Territory," Part 2