I would hope that Jeff has a good rapport with his boss before things went south. I would have a meeting with his conservator and Jeff. I would ask about him if something was upsetting him at work or at home. Maybe there's a situation with transportation and it throws his whole day off.  If he is having  a hard time keeping up with deadlines, maybe starting work earlier would be helpful so Jeff does not feel rushed.

First and foremost I would have a conversation with Jeff about any new changes in his personal life or work environment. After identifying any new changes or obstacles Jeff might be facing, I would suggest to his supervisor to have a conversation with Jeff on what he may need to complete the task on time.  Maybe suggesting that Jeff comes in a little earlier each day to clean. Open communication about the expectations is neccesasary for productivity.

 I would meet with Jeff and see if there was any changes in his life. If Jeff was unable to communicate due to his lack of language i would meet with his conservator or whomever helped care for Jeff and speak to them about the behavior and ask if there has been any change in his home life, medicine, or social life. I would then come up with a way to help Jeff from the information gained.

I would meet with Jeff in a place he felt most comfortable, to find out how he has been feeling mentally, emotionally, physically, and find out what has changed in his life that may have caused the unwanted behavior. Speak with his family and circle of support to get their input to find out their perspective. Then I would speak to his supervisor again to inquire if there have been any changes with staff, scheduling, time frame, tasks, etc. Then I would have a meeting with Jeff and his manager so that the manager could speak to Jeff about his expectations and ask Jeff if he would like to share the changes that could have lead to his outburst, then come up with a solution to help Jeff and the Employer to resolve the issue, and let Jeff know it's not acceptable behavior and the consequinces if it happens again.

Since Jeff has been doing an excellent job for a long time, I would find out any changes in his personal life and/or, especially, at work that affected his performance.  I would provide retraining to Jeff as needed to employer satisfaction as well as teaching him how to dealing with problem at work appropriately.  Additionally, I would explain to his supervisor how best to communicate with Jeff.  I would follow-up with Jeff at work closely until the problem is resolved.

First lets make sure nothing has changed in Jeff's life thats causing him to be off track such as something affecting his schedule or timing with job skills. I would check on him emotionally and physical state.  Definitely have a conversation with him about his work enviroment ,ask about relationships with co-workers and how home life is at his residence. If all is well and no new concerns with his life or work enviroment then I would suggest with his employer maybe coming in earlier on his shift to get stuff done at the time he needs to for the workplace. Next i would have a meeting the supervisor so that next time if any issues with Jeff always call on me to help out so the situation does not ever escalate like it did before especially outburst in public or with other co workers. Hopefully after all this addressed the issues improved and resolved for Jeff.

It seems that something has changed maybe medication, or someone/something in the work place. I would first want to speak with Jeff's parents/family to see if his medication has changed or even his routine at home. If these were not factors I would sit with Jeff and ask if there is something further going on at the workplace. If Jeff addresses there is an issue with a coworker or even supervisor we would all sit down to discuss the issue and try to resolve the problem. If non of these are factors then it could be something as simple as changing up Jeff's routine at work. Allow him to vaccum way earlier when no one is there to rush him. Jeff may be interested in learning a new task even. Doing the same exact routine every time can cause him him lose interest in the job. 

I would speak with the supervisor first and see if anything changed in the work environment and then speak with Jeff and see what is bothering him. Then I would visit the work site when Jeff was working and see where the problem is occurring and correct the problem. I would also address with not throwing chairs when angry and practice off site calming techniques. After finding out what calming techniques work best would speak with the supervisor about implementing the new calming techniques and my findings on the work situation and how we will correct the issue.

It strikes me that this employee has been doing a great job, and has suddenly had something occur that resulted in his not being able to finish the once thorough and completed-on-time-task of vaccuuming.  I suspect there is something going on in the workplace--maybe he is spending too much time on another task, or it could be that the arrangement of the chairs has changed.  I think asking the supervisor about any setting changes, doing an observation of the setting and work being completed, and then talking with the person (though he has limited language) might net a better picture of what has happened.  It is very possible something has changed and the client cannot convey that, so is communicating in a way that is not productive, but he has called attention to the fact that he is frustrated for some reason that may not be within his control.  

Talking with Jeff privately would be the best start. Perhaps there is something else going on with Jeff and he is not able to express. First asking Jeff his permission to talk about what is bothering him. If he is willng to talk and expresses what the issue is then explain that no matter what, throwing chairs is not good. Throwing chairs at your workplace can get you fired. Then asking Jeff's permission to talk with the supervisor to discuss the issue. The supervisor needs to treat Jeff like any other employee, and perhaps Jeff needs supended. Natural consequences can be a very effective method of changing behavior. 

I would have a conversation with Jeff, and try to find out what's been going on. If he was previously able to get his work done in a timely fashion, but now isn't able to, something might be happening at home or work that's effecting his ability to complete his work. I would also have a conversation with him about his behavior, and let him know that it isn't appropriate to throw/kick chairs, and maybe offer some different avenues to express his frustrations.

First meet with the supper visor and find out what is going on with Jeff. Then go and talk to Jeff about the issues that he is having and ask him what we can do to help him finsh his task in a timly manner. Then I would check with Family to see if there has be any thing that has changed in the home or out side the home. And then would meet with Jeff and his supper visor and go over with Jeff his issues and help him make any changes that could help him finsh task in a timly manner and with out lashing out.

I woud ask the supervisor if these co warkers, are new people working with him, and do they work well with him. Also, I would ask the supervisor who usually instructs Jeff in what he should be doing and has that changed? If the cowokers are not usually the one instructing him this could be the problem. Jeff may be embarressed because his coworkers are rushing him and he is not as fast as they are. If this is not the problem I woud tell the supervisor I will talk to him and get back to him. 

First, I would speak with Jeff, and explained that I have been called because the supervisor is concerned.  I would take the time to tell him that we are here to support him in any possible.  I would commend him regarding his work performance, and explain that the supervisor has noticed a change, and this is why the supervisor called.  I would ask if anything is going on with him that he wish to share with me.  After finishing my conversation with Jeff, I would speak with the supervisor to see if there are any changes with staff and/or Jeff's assignments.  If there are challenges understanding Jeff, I would reach out to his natural supports, and asked if they could share any changes that he is experiencing at home and/or with his medications.  Once the information is gathered, I would proceed with redirecting him by providing techniques to use when he becomes frustrated or irritated.  I would also include the his natural supports to gain the success needed for him to be successful in his work experience again.

Clearly there is something going on with Jeff and he might not know the correct way to express himself. I would first praise him for everything that he is doing and let him know how much he is appreciated then I would ask is there anything that I could do to help him in doing his job better or if there is a certain part of the job that seem s to bother him. Additionally I would try to reach out to family members or others who know Jeff best and see if there are some changes that have occured at home that might have altered his behavior to see if we can get a remedyt o the problem.

Something has changed in Jeff's life. It could be something in his home life or something on the job, but It's obvious the problem is serious to him, based on his behaviors. A one on one with Jeff is needed to find out what is bothering him or what has changed in his life. Starting with positive reinforcement, it's important to remind Jeff what a good job he was doing, then ask what has changed, Because Jeff is non-verbal, I would speak to omeone in his family or someone that works with him on a daily bases. I would also, speak with his supervisor again to see if the staff has changed or if someone has harassed him in any way. It's important to make sure Jeff understands that his behavior could cause him to lose his job and that there are other ways to solve the problem. Going forward, checking on Jeff more frequently is a must and a possible position change should be explored if Jeff is no longer comfortable in that job.

First, has anything changed in the workplace that would cause this change in behavior? Has a new worker been hired that does not get along with Jeff? Has the time allotted for the cleaning been changed in any way? What, if anything, has changed in Jeff's personal life that could lead to this? These are things I would start with, then go from there.

I'd try to ascertain any precursing events to Jeff's negative behavior. Did he wake up on the wrong side of the bed? Is he frustrated with his job? Or was it more a result of events that work shift? Did he feel pressure from incoming customers and "help" from co-workers to assist him?Knowing him would help to know how he responds to correction. Discuss possible consequences of repeating this in terms of his future with the employer.

First I would talk to Jeff to get a better understanding of what's going on. 1. See what happened as to why he's not completing tasks in a timely manner the way that he had did before. 2. find out what's causing the frustration to see what needs changing (what's working and what's not) and go from there to see how to better support him.

During Jeff's regrouping time, I would perform an investigation into the source of his behavioral issue. I would schedule a private meeting with Jeff, where we can chat about work in a comfortable setting. His perspective may offer insight the behavior. Moreover, a friendly face may comfort him and alleviate some internal pressures. I would also contact his family, questioning his home life. What is origin of his stress? How is he behaving at home? Are there any changes in his health, diet, routine or activities? I would then meet with his supervisor and coworkers separately.  On the initial phone call. I would thank the supervisor for handling the situation and opening communication. I would ask about his communication techniques, such as verbal prompts and visual cues. Although Jeff has very limited language, he may have communicated difficulties and the increased pressure exacerbated the situation. Jeff may also have interpreted the figurative speech from what was intended. If Jeff requires literal language, the supervisor and I may develop better prompts for the shifts. These revised prompts may be helpful for all workers. Jeff and his supervisor also will need a 1-on-1 meeting before Jeff begins his next shift. I would schedule the meeting and provide the necessary mediation. Over time, trust and communication will re-establish themselves between all workers.I would identify the coworkers present during each shift in which Jeff kicked or threw chairs. Jeff's coworkers may have seen other key indicators because they were in close contact before and after the behavior occurred. Their propinquity may introduce other factors: how was Jeff’s demeanor on both days? Was Jeff behaving as his normal self when the shift began? Were there any changes in the company such as an increase in customers? How many tasks were performed before he needed assistance? I also would note that if Jeff's established patterns changed, he may have become frustrated as a result. Often, when people are rushing, they modify or eliminate steps to complete a task in a timely matter. These changes become a "new" pattern, which may overstimulate an individual. Moreover, if Jeff works alone in his area, his coworkers and their customers may have entered his space without properly communicating their intentions before he could complete his tasks. Jeff may require less social interaction as he works, so he can focus.   Empathy for all parties may bridge any unresolved emotions and return the work environment to its previous atmosphere. For instance, when speaking with coworkers, I may say, "We all have bad days. I've had a few myself. Yet, I'm grateful that coworkers are our best support to get through them." I would mimic the coworkers body language and tone throughout each conversation. I may ask them to assist with further training or developing a more efficient process. Jeff’s coworkers are knowledgeable about their work and provide the greatest opportunity for improvement as much as input.            

I would start by trying to speak to Jeff about why he is frustrated and what he is feeling. Then I would explain to him that when he has these frustrations, he needs to find a way to better communicate them to his supervisor, his coworkers, or me. We can work on finding a way he feels comfortable communicating when he's frustrated, whether that be verbally, certain signals, or maybe even a chart. Hopefully, this will help him communicate when he's upset and then his supervisor can allow him a break or move him to a different task before things get out of hand. 

Since you have the supervisor's view on the events, now its time to talk with Jeff. There maybe some underlying issues that have not been addressed. Was Jeff trying to communicate his frustrations with his struggle to finish his tasks? or was lack of communication one of the major obstacles?Making sure that Jeff has a prompt or visual reminder may be a strategy to try.

It seems to me that Jeff is over the task alone. Doing the same thing all the time everyday can get frustrating and boring which would explain his inability to finsh on time. I would talk to the supervisor to see if there was another task Jeff could do around that time or if Jeff could start the vaccuming earlier than regular time that way he would be able to take his own time.