Interacting with Others -- Another Look

How important is interacting with others in the scope of performing work activity? According to many vocational witnesses, a limitation to occasional interactions with others does not cause a lot of erosion. According to the ORS (2023 and 2024) less than 40% of jobs require basic people skills, the rest require more than basic people skills. If we accept the ORS as authoritative, workers must have at least basic people skills in every job. SSA policy, the basic mental demands of competitive, remunerative, unskilled work includes responding appropriately to supervision, coworkers, and work situations. POMS DI 20520.010 A.3.a. The critical requirements of unskilled work include:

f. sustain an ordinary routine without special supervision.

g. work in coordination with or proximity to others without being (unduly) distracted by them.

j. ask simple questions or request assistance.

k. accept instructions and respond appropriately to criticism from supervisors. 

l. get along with coworkers or peers without (unduly) distracting them or exhibiting behavioral extremes.

POMS DI 20520.010 B.3. 

This is standard stuff on the tool belt of many representatives. 

What is missing from the POMS fleshing out the "such as" list from 20 CFR § 404.1545(c) is a temporal restriction. The regulations and the DOT define exertion by constant, frequent, and occasional lifting, sitting, or standing. But the vocational literature does not permit the person to occasionally play well with others. POMS lays out the criteria, the worker either does not does not work with others, ask of others, accept direction, or get along with others or the worker does not. The worker is either pleasant or neutral or the worker is sometimes irritable. How often does a coworker or supervisor have to interact negatively with others in order to invoke progressive discipline? 

 Harassment, discrimination, insubordination, violence, or threats fall into the serious misbehavior category and can result in immediate termination. It is not occasional, it is one and done

Minor issues can invoke progressive discipline. Those steps can include:

Coaching/counseling

Verbal warning

Written warning

Suspension/demotion

Termination

A person that can occasionally tolerate interaction with others, as an unskilled worker, does not get to pick and choose when they will interact with coworkers or supervisors. Work happens when work needs to happen whether the impaired person is ready or not. The wide range of misconduct that does not warrant immediate termination may include:

Attendance Issues

Occasional or chronic tardiness

Taking extended or unauthorized breaks

Unexcused absences or failure to notify a supervisor when absent

Performance Issues 

Producing subpar or incomplete work

Failing to meet established productivity standards or deadlines

Conduct Issues

Minor dress code violations.

Minor incidents of unprofessional language or an inappropriate tone during discussions.

Gossiping or badmouthing colleagues.

Conducting personal business during work hours.

Unauthorized or excessive use of company equipment, such as telephones or computers, for personal use.

A generally negative attitude or unwillingness to work collaboratively.

Minor insubordination or a one-time refusal to follow a non-critical instruction

We need an example. Vocational witnesses have identified marker (DOT 209.587-034) as an occupation with a large number of jobs. The O*NET addresses the concerns of interacting with others.

Communicating with supervisors, peers, or subordinates is very important.

Getting information is very important.

Face-to-face discussions with individuals within teams is daily.

Occasional or less contact with others exists in 4% of jobs.

Working with a group or team in not important in 4% of jobs.

Dealing with external customers or the public is not important in 3% of jobs.

Working without close physical proximity exists in 11% of jobs.

The proposition that unskilled work exists for people with limitations in dealing with coworkers and supervisors is spurious at best.

One comment is in order as a concession. If a person needs more than seldom or occasional contact with supervisors after the initial training period, that person needs special supervision and is unemployable in competitive work.

Press the envelope.

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Suggested Citation:

Lawrence Rohlfing, Interacting with Others -- Another Look, California Social Security Attorney (April 25, 2026)  https://californiasocialsecurityattorney.blogspot.com

The author has been AV-rated since 2000 and listed in Super Lawyers since 2008.