Managing and Accommodating Employees with Cancer and Other Chronic Diseases

recording Managing and Accommodating Employees with Cancer and Other Chronic Diseases

You Will Learn:

  • Strategies for addressing workplace accommodations, intermittent leave under FMLA, and policy enforcement
  • Privacy issues to consider before revealing information to the employee’s colleagues
  • Practical ways in which the ADA and the FMLA may intersect
  • How to address concerns about safe work practices for the employee undergoing treatments
Access the pre-recorded audio conference
$269.00
 

What do you do when an employee is diagnosed with cancer or another chronic disease?

More than 1.68 million Americans are diagnosed with cancer each year and nearly 10 million Americans have a history of chronic disease.

Chronic illness in the workplace raises a myriad of complexities for employers, including:

  • ADA and reasonable accommodation issues
  • FMLA leave-particularly intermittent leave
  • GINA compliance, particularly with family medical history concerning cancer
  • Managing questions, rumors, and gossip in an effective yet legally compliant way
  • Confidentiality concerning the employee's diagnosis - and prognosis
  • Medical certifications
  • EAP referrals
  • Allegations of bias on the basis of actual or perceived disability
  • Balancing compassion with productivity concerns

Are you sure you're aware of all the legal and practical challenges that will arise when an employee is diagnosed?

Learning Objectives

This comprehensive webinar is packed with the use-it-now policy practices and techniques you need to manage when an employee is diagnosed with a chronic disease, including:

  • The employer’s role in providing accurate information about employees’ rights and obligations to take advantage of the  benefits your organization may offer, such as short- and long-term disability
  • What the employee expects, and your legal obligations to meet their requests
  • Tips on how to handle employees’ emotional reactions and attitudes in dealing with a cancer or chronic disease diagnosis, from both a human compassion level and the impact on performance
  • Practical ways in which the ADA and the FMLA may intersect
  • Types of ADA accommodations that may be required for employees dealing with the impact of the disease or the side-effects of treatment

Plus, our expert faculty will explore:

  • What you can and can’t share with coworkers
  • The important role your HR department plays in communicating with front line supervisors about addressing workplace accommodations, intermittent leave under FMLA, and policy enforcement
  • Practical considerations and privacy issues to consider before revealing information to the employee’s colleagues
  • How to address attendance, punctuality, and performance-related concerns that arise when a cancer diagnosis or chronic disease is present
  • How to appropriately address a situation where an employee dealing with an illness is unable to meet work demands in a legal, proactive, and sensitive manner
  • How to address concerns about safe work practices for the employee undergoing treatments

Product ID: 12927

Bonus Material

Plus, you get the exclusive guide Managing Intermittent FMLA Leave – a $249 value – absolutely FREE.

Jam-packed with compliance guidelines, this comprehensive, 101 page guide provides easy-to-understand FMLA guidance, including:

  • FMLA Basics
  • FMLA Amendments: Highlights of Recent Changes
  • Types of FMLA Leave
  • FMLA Certification Forms
  • Medical Certification – Clarification and Authentication
  • Second and Third Opinions
  • Periodic Recertification
  • Intermittent Leave Under the FMLA
  • Intermittent Leave: Employer’s Rights
  • Intermittent Leave: The ADA and “Reasonable Accommodation”
  • Intermittent Leave: Calculating Leave
  • Tracking and Administering Intermittent Leave

Learn How to Legally & Effectively Manage & Accommodate Employees with a Chronic Disease

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Faculty

Lindsey A. White
Lindsey A. White
Shawe Rosenthal LLP

Lindsey White represents management in employment litigation in state and federal court. She also handles matters before administrative agencies like the Equal Employment Opportunity Commission, the Maryland Commission on Civil Rights, and the Department of Labor. Lindsey provides training to management and employees on discrimination, reasonable accommodations, and other topics. She advises human resources professionals and other company officials on personnel issues, and assists them in preparing policies and handbooks. She is an accomplished speaker who has presented to organizations at the national, state and local level.

Parker E. Thoeni
Parker E. Thoeni
Shawe Rosenthal LLP

Parker Thoeni represents management in employment litigation in state and federal courts, and in administrative proceedings before federal, state, and local administrative bodies.  Parker also provides advice and counsel to employers with regard to personnel matters, including discipline and discharge, as well as the development of policies and procedures.

Continuing Education Units

  • hrci

    HRCI – Receive 1.25 recertification credit hours toward PHR and SPHR recertification through the Human Resource Certification Institute (HRCI). For more information about certification or recertification, please visit the HRCI homepage at www.hrci.org.

    “The use of this seal is not an endorsement by the HR Certification Institute of the quality of the program. It means that this program has met the HR Certification Institute’s criteria to be pre-approved for recertification credit.”

Learn How to Legally & Effectively Manage & Accommodate Employees with a Chronic Disease

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