By Chad Engle, Loss Prevention and Safety Manager
In today’s workforce, mental health is no longer a silent struggle, it’s a defining issue. Public sector employees, including those in Nebraska’s county government, face increasing stressors: rising workloads, public scrutiny, and the lingering effects of the pandemic. According to the Nebraska Division of Behavioral Health, nearly one in five Nebraskans experience a mental illness annually. For county officials, this isn’t just a human concern—it’s a critical issue with far-reaching implications.
Current Challenges
- Stigma and Silence: Employees may fear judgment or retaliation, leading to underreporting and untreated conditions.
- Burnout and Turnover: Chronic stress contributes to absenteeism, reduced productivity, and loss of experienced staff.
- Absenteeism: Employees with anxiety or depression take an average of 4.6 more sick days annually according to an article by Jennifer Santisi published at Integrated Benefits Institute. Productivity losses linked to absenteeism cost U.S. employers over $225 billion each year according to the CDC.
- Turnover: Replacing employees is time-consuming and very costly and burnout is a leading cause.
- Limited Resources: Counties may lack access to mental health professionals or wellness programs.
What County Leaders Can Do
- Normalize Mental Health Conversations
Encourage open dialogue. A simple “How are you doing—really?” from leadership can foster trust and reduce stigma. - Train Supervisors
Equip managers to recognize signs of distress and respond appropriately. The Nebraska Division of Behavioral Health offers training resources for public agencies. - Promote Flexible Policies
Consider hybrid schedules, quiet workspaces, or extended leave options. These accommodations can make a significant difference. - Leverage State Programs
Tap into initiatives like the Nebraska Family Helpline and the Recovery Friendly Workplace Initiative to support staff and connect them to care. - Model Wellness from the Top
When elected and appointed officials prioritize their own mental health, it sets a powerful example.
ADA Protections for Employees
Under the Americans with Disabilities Act (ADA), employees with mental health conditions—such as depression, anxiety, PTSD, or bipolar disorder—are entitled to:
- Protection from Discrimination: Employers cannot fire, demote, or deny promotions based on a mental health diagnosis.
- Reasonable Accommodations: This may include modified schedules, remote work, or changes in supervision style.
- Privacy Rights: Mental health information must be kept confidential and shared only on a need-to-know basis.
Employers must engage in the interactive process when accommodation is requested and cannot rely on stereotypes or assumptions when evaluating an employee’s ability to perform their job. For guidance on ADA related issues, NIRMA provides our members with access to experienced human resources attorneys via the HR Helpline at 1-866-896-6423.
By understanding the mental health challenges facing public employees, implementing supportive policies, and upholding ADA protections, county officials can lead the way in creating a workplace where all employees feel valued and supported. Investing in mental health is not just a moral obligation, it’s essential for strong, effective local governance.
As always, I can be reached at chad@nirma.info and 1.800.642.6671.
