An employer may be on notice, legally and in practice, that an employee of concern has or shows symptoms of a behavioral or mental disorder, through behavior so bizarre that a problem is reasonably evident or through the employee's own disclosure. In every case the organization should seek legal advice on its duties under rules that may protect employees with defined disabilities. A disorder does not excuse policy breaches or grant immunity for threats, violence or other misconduct, and protections often do not cover an employee who poses a threat of violence, but it usually shapes incident management, leading the employer to consider: early advice from a qualified threat assessment professional; encouraging the employee to seek medical care, including medical leave; enlisting family or close friends to encourage or help the employee get medical help where this does not breach privacy; involving law enforcement or mental health professionals to arrange evaluation at a medical or psychiatric facility in line with the law; and a fitness for duty examination where the organization's policy requires it.
The graph holds this control, the 0 it maps to, and the evidence behind each claim, over MCP and REST.