I work late most days and as a result I've had the opportunity to converse with the night-time custodian that is assigned to the floor where my office is located. Over time, we've struck up a rapport along the lines of "How was your day?", "We had some snacks/coffee, would you like some?".
Over time there were simple requests like "How do I configure my new phone for wi-fi?" or "Can you print some documents for me?" Which I happily helped given the simplicity of the tasks.
Recently, I was asked whether or not the individual was qualified to remove FHA insurance requirements on the person's mortgage payment and his/her adult-child's Financial Aid qualifications. I made sure to inform him/her that I wasn't a financial aid/mortgage adviser and wasn't qualified to give an expert opinion.
Although I have a background in economics and was able to interpret the guidelines from a brief internet search and inform him/her of the likely result (he/she wasn't qualified, and it will depend on his/her child's grades and financial situation), I learned that the employee might be suffering from (I do not have a background in psychology, and if I did - would not be qualified to diagnose) depression given the passing of his/her spouse as well as financial distress (income < expenses given family situation) - which he/she disclosed when I was querying the conditions of his/her mortgage loan (down payment, current monthly payment, term of the loan, interest rate, length of payment, etc).
I've done a bit of digging and came across these gems:
- Handling employee who has disclosed anxiety and depression
- Is it appropriate to ask after a depressed coworker?
- Should an employee tell their supervisor about their depression?
But these seem to refer to immediate coworkers, employer to employee, employee to employer scenarios. As much as I like to help, I am certain that the situation at hand is way outside my depth and am at a loss as to my next steps. If I go through my dept. channels, I may learn of more resources at my disposal to offer to the depressed employee, but given the personal nature of it, it would seem unethical to 'spread the word' so to say. If I turn the individual away, I know it would be immoral. If I inform the individual's supervisor, another issue of 'spread the word' comes to play.
Question: How should one approach this situation?