Distress Is Being Misinterpreted as Disorder

Employees are being:

• written up without context

• mislabeled as “behavioral problems”

• pressured into psychiatric pathways unnecessarily

• mishandled during FMLA/ADA processes

• returned to unsafe conditions without proper review

​

This is not a mental health failure — it’s an administrative failure.

Without a structured ADA mental health model, organizations unintentionally create:

• inconsistent ADA decisions

• increased exposure to litigation

• documentation gaps

• communication breakdowns

• costly turnover

• avoidable short-term disability claims

• psychological harm to employees

Misinterpretation → Misdiagnosis → Mishandling → Organizational Risk

Our Solution:

Holiness & Fearlessness 

A Proven Workplace Mental Health Framework

As a Workforce Care Specialist™, Glennae Davis provides organizations with a structured, ADA-aligned model that provide interpretation, strengthens documentation, and reduces injury and legal exposure.

​

We integrate:

• ADA Title I mental health compliance

• FMLA decision-making support

• documentation governance

• psychological safety systems

• ethical workplace interpretation

• return-to-work stabilization

• professional nursing process

​

This is not therapy.
This is workplace care strategy for workforce protection.

Our Model Helps Organizations Reduce:

• ADA & FMLA exposure

• inconsistent supervisor responses

• unskilled handling of employee distress

• avoidable disability claims

• return-to-work failures

• turnover driven by moral distress or systemic pressure

• misclassification of employee health needs

​

Employees are not “too sensitive.”
They are often responding to organizational stressors no one has been trained to interpret.

Proper intervention changes everything.