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[quote=Anonymous]I have an employee, Jane, who has health issues and takes a lot of leave for that (totally fine, I approve of everyone using their leave as much as possible). The issue was that when she was in the office, she did little to no work. I put her on a PIP and now she’s spiraling. She is often out on sick leave. I’m sure it’s legitimate sick leave too and I think it’s caused/worsened by anxiety and stress over the PIP. I’m struggling with how to balance legitimate health issues with performance issues. I feel like every time I address performance, she gets very sick. HR isn’t being very helpful here. I’m trying to document but there’s a lot of her not feeling well at work or medications making it impossible for her to focus. She still has weeks of leave to burn. Anyone have any tips? I have had this issue as a supervisor in the past, but the job market was better and the employee immediately quit or could jump to another job. [/quote]
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