What happens when an employee is diagnosed with cancer?
With 1.7 million new cancer cases expected in 2016, it’s likely your establishment will be impacted by this disease.
Yet, with the advances in the treatment in cancer, such a diagnosis may not be as grim a prognosis as it once was.
In fact, many employees with cancer are willing and able to work during the treatment and recovery process—but cancer 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
This comprehensive webinar is packed with the use-it-now policy practices and techniques you need to manage when an employee is diagnosed with cancer, 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 cancer diagnoses, from both a human compassion level and the impact on performance
- Practical ways in which the ADA and the FMLA may intersect concerning cancer diagnoses
- Types of ADA accommodations that may be required for employees dealing with the impact of cancer or the side-effects of treatment that may take many months
Plus, our expert faculty will explore:
- What you can and can’t share with coworkers who are concerned about an employee with cancer
- 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 is present
- How to appropriately address a situation where an employee dealing with cancer 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 cancer treatments
Product ID: 4619
Discover How to Manage ADA, FMLA, Privacy, and Policy Issues when Accomodating Employees with Cancer.Get it on demand now
Frank C. Morris, Jr.
Member of the Firm, Epstein Becker & Green, P.C.
Frank C. Morris, Jr. is a Member of the Firm in the Litigation and Employee Benefits practices, heads the Labor and Employment practice in the Washington, DC, office, and co-chairs the firm's ADA and Public Accommodations Group.
Lillie D. Shockney
RN., BS., MAS, Johns Hopkins
Lillie Shockney is a registered nurse, with a BS in Healthcare Administration and a Masters in Administrative Science from the Johns Hopkins University. She is the Administrative Director of the Johns Hopkins Breast Center as well as the Director of the Cancer Survivorship Programs at Johns Hopkins. She also is the co-founder of Johns Hopkins Managing Cancer at Work programs.
Continuing Education Units
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.”
C4CM is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for 1.25 PDCs for the SHRM-CPSM or SHRM-SCPSM. For more information about certification or recertification, please visit www.shrmcertification.org.