Tracy's blog

I’m Tracy Au and I have graduated from the Professional Writing program from university. I am an aspiring screenwriter, so this blog is used to promote my writing and attract people who will hire me to write for your TV show or movie. I write a lot about writing, TV, movies, jokes, and my daily life and opinions. I have another blog promoting my TV project at

Monday, September 11, 2017

mental health work question/ "What you're missing when you work from home"

Jun. 19, 2017 "Can a resignation made under mental illness be rescinded?": Today I found this article in the Globe and Mail:


I was at a new job with a six month probationary period, with a supervisor who “kidded” about losing my “continued employment.” The project deadlines were impossible to meet without working evenings and weekends and no overtime was paid. “Just get through probation,” I thought, and I'd be okay.

But after three months and little sleep at night, I cracked. After working through a holiday weekend, I resigned through earlymorning e-mail and went to the emergency room, feeling suicidal. I was detained under the mental health act and deprived of my phone. When released after 10 hours, I e-mailed my boss, explaining what had happened. She didn’t respond. The next day, she called with the HR director on the line and said the resignation was irrevocable. Now I’m worried that word could get out about this and jeopardize my chances of getting another job.


Bill Howatt
Chief research and development officer of work force productivity, Morneau Shepell, Toronto

Your old employer cannot release any information about your health or your employment. If you ever obtain any evidence that they have, you would be wise to immediately hire an employment lawyer. If this employer is smart, this situation should have no impact on future career opportunities. It may be too late for you at this job, since you were on probation and did resign. However, only an employment lawyer can give you a clear answer.

If you step back, there are valuable insights about the importance of managing your daily mental health. Mental health has nothing to do with willpower or mental toughness. When people are under chronic stress, and with no relief, there is a negative impact on both the mind and body.

Whenever you start to notice a situation is having a negative effect on your day-to-day functioning, this is a warning sign that it is time to act. Action can range from taking a break, to looking for a solution that reduces the strain. If nothing comes to mind, ask a trusted peer, family doctor or for professional support. (e.g. employee and family-assistance representative).

The lesson for yourself and others is to ensure that when taking a new job that has high demands, set realistic expectations and boundaries. Your focus and drive to push yourself to get a job almost killed you. No job is worth that.


George Cottrelle Partner, Keel Cottrelle LLP

All jurisdictions in Canada have human-rights legislation protecting employees with mental health disabilities. Certain provinces have workplace harassment legislation. Employees who are hired for a probationary period have all these rights, together with an entitlement to overtime pay, if applicable, under governing legislation.

You communicated your resignation to your employer when suffering from a serious mental-health disability. Once informed of your disability, your employer had a legal duty to take the appropriate action to assess what accommodation you required, and to provide appropriate accommodation for your return to the workplace.

It is highly questionable whether your resignation was valid given your disability at the time you resigned. Rather than rushing to accept your resignation and close the book on the matter, your employer should have taken steps to determine if you needed accommodation, and offered you a reasonable opportunity to rescind your resignation.

If the excessive workload was outside the normal scope of your position, somehow to test you as part of your probation, then – coupled with comments from your supervisor about losing your employment – this could have constituted workplace harassment under applicable legislation, or under your employer’s harassment policy, if any.

Your employer should not disclose your personal health information. Depending upon the jurisdiction, there may be express statutory provisions preventing the disclosure. In any event, potential employers are prohibited from discriminating against you on the basis of your mental health disability.

 "What you're missing when you work from home": Today I found this article by Megan McArdle in the Edmonton Journal:

It’s been more than 10 years since I last worked in an office on any regular basis, and remote work has worked for me and my employers. And yet, when I read that Apple and IBM were moving away from telecommuting and toward more traditional office-time requirements, my first thought was: “What took them so long?”

Don’t get me wrong; remote work has real benefits. I shave two hours of commuting off of every workday, time that I can instead spend getting work done. 1  Early in my telecommuting career, in fact, I had the following conversation with a manager who wanted me to spend more time at the office.

“I’ll be happy to. But I’m already working more than 12 hours a day, so my commute is going to have to come out of my work output, not my personal time.” (Pause) “What do you want me to do?”

“Enjoy your home office.”

These benefits are obvious. And thus, as far back as the science-fiction stories of the 1950s, people have been predicting that telecommunications would one day take the place of face time and cubicles. Yet these expectations have been steadily disappointed by reality. It turns out that some kinds of information travel very well by wire, but others get lost in transmission. It also turns out that those kinds of information are often vital to a company’s work.

To understand why, it may help to go back to the theory of the firm, and a question that economists have struggled with: Why do companies exist? Why don’t we all act as free agents, bidding our services out in the marketplace, rather than binding ourselves into subordinate relationships with larger entities?

There are a lot of answers to that question, but one of the biggest ones, provided by the eminent economist Ronald Coase, is “transaction costs.” Paying a lawyer to write you a contract is a transaction cost. So is the time you spend finding someone to contract with. If the transactions costs are too high, then deals cannot be profitably done.

Firms are often a good way to solve the problem of transactions costs. Because everyone involved is there for the indefinite future, they don’t have the same trust problems that come from doing one-off deals, and managers don’t have to keep going to the trouble of finding labor and negotiating every time they want something done.

Firms have inefficiencies, too, of course, because they have to manage all that labor (and often, to keep more around than they may need at any given moment). But they are so good at reducing transactions costs that they are still, in many cases, more efficient than simply bidding every single service on the open market.

But one of their most effective means of reducing transaction cost is that most elusive of business-journal ideals: corporate culture. When job performance is difficult to specify in minute detail -- as one would for a contractor -- corporate culture is what ends up determining how hard your employees work, how far they will go out of their way to help out a co-worker in trouble, what lengths they will go to in order to satisfy customers.

This culture cannot be transmitted by writing it all down in a manual somewhere, or exhortatory speeches by managers; it is transmitted in a thousand little interactions that show more than they tell. This is exactly the sort of information that gets lost if your employee’s interaction with the firm consists largely of daily video chats.

Then there’s the problem of transmitting other kinds of information. It’s easy enough to send a document or a spreadsheet from headquarters to a remote worker and back. The real obstacle is how to transfer the stuff that you don’t put into those confidential documents, a million little bits of knowledge about the markets you compete in, the firm’s challenges, the changes going on in management.

Call it “sub-information”: the stuff people don’t even really know they know.

Electronics are a remarkably effective barrier to this sort of information. Humans are evolved for face-to-face interaction, and something about electronics stiffens us, turns us more formal and less social, even when we are still sitting in the same room. And when we’re miles apart? Forget it.

We transmit our conscious knowledge, but leave out all the little things that only come through face to face, in casual conversation, unplanned and unintended, but nonetheless, the lifeblood of a firm.

When I lived in New York and was immersed in the financial capital of the world, I used to make a lot of confident and wrong predictions about politics, while tearing my hair out in despair at the stupid things Washingtonians said about finance. Then I moved to Washington, and realized I was rapidly losing my savvy about the financial industry, while gaining new understanding about politics.

That’s not because I’m constantly circulating through Georgetown cocktail parties, or taking important meetings with high-level political figures, which I mostly don’t. No, I gain this sub-knowledge at dinner parties with mid-level civil servants, from other journalists in the quiet moments before think-tank panels begin, from little asides in sit-down interviews about something else. I can type anywhere, but the job that I do, the way that I do it, can be done from only one city on this earth.

And so with firms: Each big company is a sort of little city unto itself. If the city tries to scatter itself to the four winds, the traffic stops, and the city starts to die. No wonder these big companies are starting to recall their residents.


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