ENG 333 Communication for Science and Research

Jamie Larsen, Instructor

Ethics Case

Employee Assistance Programs and a Promotion Decision

Archer Corporation has an Employee Assistance Programs (EAP) that offers counseling for alcohol and substance abuse, mental and psychiatric problems.

In 1985, Bob Spicer, a 15-year sales staff veteran and frequent winner of annual performance awards, told his boss, Joe Sampson, "I have been drinking a lot because I am depressed about my personal problems." Sampson referred him to the EAP. Before, and since that time, Spicer's job ratings have been consistently superior. The company does not have access to his medical records and does not know whether he ever obtained or is currently receiving counseling for depression. Joe Sampson, the manager whom Spicer consulted, is now CEO of Archer.

In November, 1990, Spicer applied for the high stress position of vice president, sales, a job for which his performance merits serious consideration. In reviewing his qualifications:

Sampson should (check one):

Ask Spicer if he is still "depressed"; his response is relevant to whether he qualified for the job

Not discuss the issue with Spicer, but his complaint of being depressed should be a factor in considering him for the job

Ignore Spicer's 1985 "depression" complaint because his performance has been excellent and his personal problems are irrelevant in making the promotional decision

Exclude the "depression" incident from consideration in the promotional decision because it occurred more than five years ago

In making his decision Sampson (check one):

Is controlling ethical as well as business considerations

Can resolve the issue by limiting discussion to standard personnel policies

Archer's policy with respect to known employee health complaints should be to (check one):

Exclude use in making any assignments or promotions

Consider them when performance related

Consider if performance related, but exclude if they occurred more than three years ago