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Date: Tue, 15 Dec 2009 10:38:09 -0500
From: editor@principalinvestigators.org
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Subject: Your Issue: December 15, 2009
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PI e-Alert weekly e-zine is delivered worldwide.=A0PI e-Alert=A0features ex=
pert advice on managerial and administrative challenges which confront Prin=
cipal Investigators in every field of science research. Subscribe today at =
XXXXXXXprincipalinvestigators.org/free_e_alert.php.
           =20
No. 7, December 14-18, 2009

Duty To Question Bizarre Behavior?

Reader Question:=A0
One of my lab technicians has begun talking to himself and has become very =
argumentative. Several of my staff have confided they are worried he is dev=
eloping a mental disorder--and thus we could be heading for some episode of=
 "workplace violence". As PI and his supervisor, may I legally interview hi=
m about these personality changes? Should I? If I refer the matter to our i=
nstitute's Human Resources department, could the technician accuse me of "d=
efamation of character"? Do I have any duty to do something or anything?

Expert Comments:=A0

As PIs, you are "management" and a representative of the employer (institut=
ion). You may, and should, interview the employee as soon as possible and m=
ake contemporaneous notes of the conversation. The interview is predicated =
on the employee's ability to conduct/complete the essential functions of hi=
s job and the work related concerns/complaints expressed by other employees=
. You have a legitimate concern about the welfare of all employees and the =
safe and efficient operation of the work site.=20

Your interview questions need to be focused on the effects his recent behav=
iors are having on others and the impact to the work environment. Conduct t=
he interview discreetly and treat the content as confidential to the extent=
 you are able. It will help you if the questions are written out in advance=
 as an aid in order to keep on track. If there is an "employee assistance p=
rogram", the employee should be urged to explore that benefit. Unless you a=
re licensed and qualified to do so, refrain from the diagnosis of a "mental=
 disorder" -- leave that to the professionals in the field.

Referring the matter to human resource department is appropriate and the ne=
xt logical step. In fact, coordinate your efforts with HR. "Defamation" inv=
olves negative statements about a

View the remainder of the expert comments at XXXXXXXprincipalinvestigators.=
org/news.php

Comments by=A0G. Frederick Compton, Jr., JD,=A0Partner, Roetzel & Andress L=
aw Firm. He concentrates his practice in the area of Labor and Employment.

Agree? Disagree?=A0Submit your comments at XXXXXXXprincipalinvestigators.or=
g/news.php

=20
              ??Preview of Next Week's Question??

No. 8, December 21-25, 2009

Reader Question:=A0

Do the reviewers look at the grant application budget and is it taken into =
account as a review criterion? How does one ensure that a budget will be vi=
ewed as realistic?

Submit your early bird comments at XXXXXXXprincipalinvestigators.org/news.p=
hp

------------------------------------------------------------------------
              Missed Last Weeks's Question?

Reader Question:=A0

My lab has 200 rats involved in a long-term study. The technicians have bec=
ome very attached to one in particular, and have turned "him" into somethin=
g of a pet. He has been given a name, and his cage is kept right in our lab=
, not in the animal room. He frequently gets stroked and petted, plus he is=
 even put into a tiny "leash" and taken for walks around the lab. Is their =
friendliness to a lab animal to be praised, or should I insist it be discon=
tinued and staff maintain their emotional distance? Are any animal welfare =
regulations being violated?

View the expert comments at XXXXXXXprincipalinvestigators.org/news.php

_______________________________________________________________________
This issue was brought to you as a service by=A0Principal Investigators Ass=
ociation. If you have general questions or comments contact us at=A0editor@=
principalinvestigators.org.

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              <td><p align=3D"left">PI e-Alert=A0features expert advice on =
managerial and administrative challenges which confront Principal Investiga=
tors in every field of science research. If such matters are not of interes=
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            <tr>
              <td colspan=3D"2"><p align=3D"right">No. 7, December 14-18, 2=
009</p>
                <p><strong><u>Management:</u><br />
                  Duty To Question Bizarre Behavior?</strong></p>
                <p align=3D"left"><strong>Reader Question:=A0</strong><em>O=
ne of my lab technicians has begun talking to himself and has become very a=
rgumentative. Several of my staff have confided they are worried he is deve=
loping a mental disorder--and thus we could be heading for some episode of =
"workplace violence". As PI and his supervisor, may I legally interview him=
 about these personality changes? Should I? If I refer the matter to our in=
stitute's Human Resources department, could the technician accuse me of "de=
famation of character"? Do I have any duty to do something or anything?</em=
></p>
                <p align=3D"left"><strong>Expert Comments:</strong>=A0As PI=
s, you are "management" and a representative of the employer (institution).=
 You may, and should, interview the employee as soon as possible and make c=
ontemporaneous notes of the conversation. The interview is predicated on th=
e employee's ability to conduct/complete the essential functions of his job=
 and the work related concerns/complaints expressed by other employees. You=
 have a legitimate concern about the welfare of all employees and the safe =
and efficient operation of the work site. </p>
                <p align=3D"left">Your interview questions need to be focus=
ed on the effects his recent behaviors are having on others and the impact =
to the work environment. Conduct the interview discreetly and treat the con=
tent as confidential to the extent you are able. It will help you if the qu=
estions are written out in advance as an aid in order to keep on track. If =
there is an "employee assistance program", the employee should be urged to =
explore that benefit. Unless you are licensed and qualified to do so, refra=
in from the diagnosis of a "mental disorder" -- leave that to the professio=
nals in the field.</p>
                <p align=3D"left">Referring the matter to human resource de=
partment is appropriate and the next logical step. In fact, coordinate your=
 efforts with HR. "Defamation" involves negative statements about a</p>
                <p align=3D"right"><a href=3D"XXXXXXXwww.magnet101.com/ls.c=
fm?r=3DXXXXXXXXX&sid=3D8179171&m=3D887979&u=3DPRININVEST&s=3Dhttp=
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=3D"_blank">View the remainder of the expert comments</a></p>
                <p><em>Comments by=A0<strong>G. Frederick Compton, Jr., JD,=
=A0</strong>Partner, Roetzel & Andress Law Firm. He concentrates his practi=
ce in the area of Labor and Employment.</em></p><p><em>The foregoing has be=
en legal information only and should not be considered legal advice on a sp=
ecific issue.  For legal advice, the reader should contact legal counsel of=
 his or her choice.</em></p>
                <p align=3D"center">Agree? Disagree?=A0<a href=3D"XXXXXXXww=
w.magnet101.com/ls.cfm?r=3DXXXXXXXXX&sid=3D8179172&m=3D887979&u=
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            <tr>
              <td colspan=3D"2"><p align=3D"center"><strong><em>??Preview o=
f Next Week's Question??</em></strong></p>
                <p align=3D"right">No. 8, December 21-25, 2009</p>
                <p align=3D"left"><strong>Reader Question:=A0</strong><em>D=
o the reviewers look at the grant application budget and is it taken into a=
ccount as a review criterion? How does one ensure that a budget will be vie=
wed as realistic?</em></p>
                <br />
                <p align=3D"center"><a href=3D"XXXXXXXwww.magnet101.com/ls.=
cfm?r=3DXXXXXXXXX&sid=3D8179173&m=3D887979&u=3DPRININVEST&s=3Dhtt=
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              <td><p align=3D"center"><strong><em>Missed Last Weeks's Quest=
ion?</em></strong></p>
                <p align=3D"left"><strong>Reader Question:=A0</strong><em>M=
y lab has 200 rats involved in a long-term study. The technicians have beco=
me very attached to one in particular, and have turned "him" into something=
 of a pet. He has been given a name, and his cage is kept right in our lab,=
 not in the animal room. He frequently gets stroked and petted, plus he is =
even put into a tiny "leash" and taken for walks around the lab. Is their f=
riendliness to a lab animal to be praised, or should I insist it be discont=
inued and staff maintain their emotional distance? Are any animal welfare r=
egulations being violated?</em></p>
                <p align=3D"right"><a href=3D"XXXXXXXwww.magnet101.com/ls.c=
fm?r=3DXXXXXXXXX&sid=3D8179175&m=3D887979&u=3DPRININVEST&s=3Dhttp=
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=3D"_blank">View the expert comments</a></p></td>
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              <td>This issue was brought to you as a service by=A0<em>Princ=
ipal Investigators Association</em>. If you have general questions or comme=
nts contact us at=A0<a href=3D"mailto:editor@principalinvestigators.org" ta=
rget=3D"_blank">editor@principalinvestigators.org</a>.
                <p>* Please note that in some cases the unsubscribe links i=
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s the message. If you are having trouble unsubscribing you may also forward=
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