Your organization’s involvement doesn’t end with this meeting. You’ll want to follow-up with the employee, or designate someone who can follow-up on your behalf.

Keep your notes on the meeting in a secure location. A locked filing cabinet and password-protected computers are critical to maintaining your employee’s confidentiality.

To provide appropriate accommodation, you will need to know:

• If there are any functional limitations that could affect the person’s ability to carry out the essential duties of their job.
• What accommodations would enable them to continue to do their job effectively.
  
  
The employee may not disclose a problem to you, but may seek help from the EAP provider or from a community service provider (such as a doctor, psychologist, or counselor). After receiving professional help, the employee might decide to put in a request for workplace accommodation.

If the employee’s performance has not improved by the time you meet again after the designated period, and there has been no request for accommodation or leave, it would be appropriate only at that point to consider disciplinary action.

Be sure you and the employee understand the employer’s obligations to provide accommodation. If there is a collective agreement in place, be familiar with the terms of the collective agreement. If it would interfere with accommodation, make sure it is clear what steps can be taken to accommodate the employee.

http://www.mentalhealthworks.ca/employers/talking_to_your_employee.asp