“What do I do now?” is the first thing most people will say when faced with an Employee that has disclosed the news they are battling the “Big C”.
If you don’t know, then find out quickly. Once up to speed be prepared for both the best-case and the worst-case scenario to determine the most appropriate option(s).
Be prepared for flexible schedules and/or home office access where the job permits to allow for treatment to continue. If the Employee is not able to complete their job tasks outside the workplace then a quiet, private rest location should be made available as necessary (i.e. a first aid room with bed).
Some Employees will disclose their illness only when it becomes obvious while others will look for support from their peer group right away. Whatever the case may be, remember that this is the Employees’ choice and no information can be disclosed without their consent. The only exception would be a medical emergency where such information is vital for their own well-being.
All Employees should have a “lifeboat” or back-up who can fill in on short notice. If this is not in place then a review of their day-to-day activities is critical. There needs to be a game plan in place for both the short-term or where necessary permanent replacement.
Be aware of and research any known treatment and drugs involved as there may be impairment or other psychosomatic results that need to be addresses as time goes on. If there is potential for an unsafe work situation – either for the ill Employee or the coworkers – then a Leave of Absence may be appropriate.
Just as much as there may be the need to reduce workload for a period of time, any return to work after a Leave of Absence may require step-up hours/duties to increase the Employee’s strength and endurance on returning to work.
If the condition is terminal allow the Employee to be involved in the replacement process as appropriate. The transfer of knowledge and soft skills for the new employee and the organization is significant, but more importantly it allows the remaining Employees to see the replacement as a natural transition without resentment. It may also be beneficial to hire a grief counselor in advance to assist those Employees who may need “survivor” assistance.
For more information, refer to the HR Professional Article “Navigating an Employee’s Cancer Diagnosis” at the following link: