Affiliated COUNSELING AND REFERRAL SERVICES
DR. Michael Shery, clinical
Three Oaks Rd. Ste 2A; Cary, IL 60013
www.carypsychology.com 847 275 8236 (24 Hrs); email@example.com
Doctoral degree: University of Southern
Referrals accepted from Alexian Brothers, Good
Shepherd, Centegra, Loyola, Northwestern University, University of Chicago and the Mayo
Clinic hospitals and physicians.
Expert Evaluations for:
Anxiety - Depression -Marriage
- ADHD - Alcohol -Substance Abuse -Anger - Fitness for Duty - Disability -Adoption - Weight
Questions? Call Dr Mike NOW:
847 275 8236 (24
How Personnel Issues Contaminate Workers' Compensation Stress
Workers' compensation laws are based on a no-fault concept in
which liability depends on whether the employee's injury arose out of and in the course of
Tort liability, such as intentional or negligent acts of the
employer, does not have to be proved. Common law defenses for the employer are also not relevant.
Since the inception of these laws, however, there has been a
gradual expansion of workers' compensation liability, especially in the area of stress claims.
Broadening concepts of accidental injury and occupational disease
have increased the chance that conditions unrelated to employment will be found compensable, making the employer
a general insurer of employee health and employability.
Personnel issues often form the background of stress claims, or
are said to be the stress itself for which compensation is sought. Because they are ubiquitous, however, a
no-fault concept for recovery may not be appropriate any longer.
Unlike other types of employment stress which are a natural
incident to the performance of the work, i.e. flow from the type of work, the amount of work, or circumstances
that are a direct result of work duties, personnel issues are a by-product of relationships.
They include the relationship between employee and employer, as
well as employee with other employees. Inevitably, relationships create conflicts, and conflicts create
Similarly, managerial decisions and actions may be necessary to
resolve conflicts or to advance the needs of the organization, and these can create stress. Since personnel
issues are a part of all employment, they need to be considered in every workers' compensation stress
At times, claimants will point to them directly as the source of
their employment stress. At other times, claimants will point to something else, when covert personnel issues
are the actual problem and are often due to inadequate productivity or poor quality of performance.
Often employees complain that they are overworked, unfairly
criticized, provided with inadequate resources, or have insurmountable obstacles to acceptable
Where their complaints are justified, their claim may be
understandable. However, in other instances, performance problems arise from the employee's own poor
In any case, a negative performance evaluation or criticism from
a supervisor is understandably stressful, but that stress may arise more from the employee than the employment
and personality differences also lead to the conflict.
When those differences are a result of personality disturbance in
the employee, manager, or co-employee, the conflict can be extreme. For example, if an employee has maladaptive
ways of dealing with others because of paranoid or borderline traits, this can be extremely disruptive to the
other employees and can also interfere with work performance.
Personality disturbances may represent occasional inappropriate
behaviors or an actual disorder characterized by pervasive interpersonal problems.
Some employees because of their personality disturbance have
unusual perceptions by which they misread how others interact with or feel about them. They may, in fact, draw
negative feedback because of their own peculiarities, or may feel victimized by co-employees and
Managers with personality dysfunctions can, of course, make an
employment setting intolerable to all employees also, with understandable stressful consequences.
These include fear of, or actual, layoffs or terminations. They
also include distress over reprimands and warnings which jeopardize the employee's job.
In some circumstances, employment insecurity is a result of the
employee's own behavior from poor performance, maladaptive personality traits, or lack of motivation.
However, looking at the reasonableness of either employer or
employee behavior injects a tort liability concept which is incompatible with a no-fault system.
Employers must have sufficient control over the productivity and
quality of an employee's performance and must respond when there are performance failures or other behavioral
problems. Consequently, it may be that public policy wishes to make employers essentially general insurers of
employee health and employability, but that was certainly not the intent of original workers' compensation
Dr. Mike Shery is the director of ACRS and pre-screens
injury victims for psychological trauma.to prevent it, when present, from
being overlooked in a claim and it’s available
nationwide. He also is a licensed clinical psychologist.
He has practiced clinical psychology for approximately 24 years and is
affiliated with almost all health
plans, including: ValueOptions, Medicare, Cigna, Cigna Behavioral
Health, United Health Care, Aetna, First Health, Healthstar, Blue Cross Blue
Shield of Illinois, ComPsych, Magellan Health, HFN, Tricare, Humana, most
union local plans, most school district plans, Unicare, ChoiceCare, CAPP,
Multiplan, Mental Health Network, Managed Health Network, PHCS, PPONext,
Humana Military-Tricare, United Behavioral Health and Beech
is board certified as a specialist
in professional counseling by the International Academy of Behavioral Medicine, Counseling and
Psychotherapy. He a member of the American Counseling
The office is located in Cary, IL, near Crystal Lake and
Algonquin, northern Kane County and in southern McHenry County. In select
cases, phone consultations are available for those who don’t live
locally> Telephone Counseling.
make an appointment>New Patient
Registration or to learn more
about the psychological services he provides call him at 1-847-275-8236 (24
To make an
appointment, call 1-847-275-8236,
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