A job coach and a worksite supervisor escalate conflict that threatens a supported employment placement. What should the counselor do first?
Select an answer to reveal the explanation.
Short Explanation
When the job coach and boss are sparring, the placement is the hostage. Step in, mediate, get both back on the same page. Walking away or picking a silent side usually sinks the job.
Full Explanation
When a job coach and a worksite supervisor escalate conflict that threatens a supported employment placement, the CRC should first mediate to restore collaboration and preserve the municipal or community placement if salvageable. Worksite mediation is a core case-management competency that protects the client's job while clarifying roles and expectations. Premature termination can discard a viable civic employment opportunity. Immediately terminating the placement without attempting worksite conflict resolution skips the least-restrictive problem-solving step. Siding with the supervisor privately and instructing the job coach to stop all communication creates covert coalitions and worsens team dysfunction. Transferring the conflict to billing staff because mediation is supposedly outside rehab counseling misassigns a clinical-vocational dispute to finance. Exam caveat: some conflicts involve harassment or safety issues that require rapid protective action rather than prolonged mediation; the exam item targets ordinary role conflict threatening placement. Operational check: convene a structured mediation with coach and supervisor, document agreements on communication and job supports, confirm the client's experience of the worksite, and set a short follow-up before considering placement termination.