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How can I tell my boss I have cancer?
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PatientAdvocateFoundation (Organization (Verified) ) - 04 / 29 / 2011
1 vote(s) by
murray
Telling your boss is your personal choice, however there are protections available to you only if they know about your illness and the modifications you need. Depending on how large your company is, you may only have to tell your Human Resources Department and you can specifically ask that they not to share your diagnosis with other co-workers if that is your preference.
Prior to your conversation, talk to your doctor and determine what accommodations if any you will need and be fully prepared for your conversation with a notebook and any medical documentation you may need.
• Several U.S. laws protect people with disabling chronic illness from workplace discrimination.
• Per the Americans with Disabilities Act (ADA), individuals with cancer account for 2.5% of ADA complaints. ADA protects workers against discrimination in the process of hiring, firing, promotions, training opportunities and many other activities. The law also requires that employers make reasonable accommodations, so that people with a disability or disabling chronic illness are able to function in the workplace. Accommodations can include anything from modifying a work schedule to altering the physical workplace to make it accessible.
• And if more time then you have is needed to complete treatment, the Family Medical Leave Act (FMLA) allows employees to take up to 12 weeks of leave in a 12-month period. During this leave, an employee's job is protected and that person must be considered for any promotions he or she might be eligible for. You can take leave in one 12-week block, or it can be taken in smaller increments, as long as the reason for the leave is the same. A parent, child or spouse can also take FMLA leave. You are only eligible for FMLA leave if you have worked with your employer a year and have put in 1,250 hours throughout the previous 12 months. In some rare cases, employers may not be required to provide leave, such as if the company has fewer than 50 employees, but many may still provide it.
• Additionally, some employers have Employee Assistance Programs (EAPs) that help employees deal with personal problems that might affect work and overall well-being. These are private and confidential services.
Many accommodations such as ADA or FMLA leave require application through the your human resources representative.
Prior to your conversation, talk to your doctor and determine what accommodations if any you will need and be fully prepared for your conversation with a notebook and any medical documentation you may need.
• Several U.S. laws protect people with disabling chronic illness from workplace discrimination.
• Per the Americans with Disabilities Act (ADA), individuals with cancer account for 2.5% of ADA complaints. ADA protects workers against discrimination in the process of hiring, firing, promotions, training opportunities and many other activities. The law also requires that employers make reasonable accommodations, so that people with a disability or disabling chronic illness are able to function in the workplace. Accommodations can include anything from modifying a work schedule to altering the physical workplace to make it accessible.
• And if more time then you have is needed to complete treatment, the Family Medical Leave Act (FMLA) allows employees to take up to 12 weeks of leave in a 12-month period. During this leave, an employee's job is protected and that person must be considered for any promotions he or she might be eligible for. You can take leave in one 12-week block, or it can be taken in smaller increments, as long as the reason for the leave is the same. A parent, child or spouse can also take FMLA leave. You are only eligible for FMLA leave if you have worked with your employer a year and have put in 1,250 hours throughout the previous 12 months. In some rare cases, employers may not be required to provide leave, such as if the company has fewer than 50 employees, but many may still provide it.
• Additionally, some employers have Employee Assistance Programs (EAPs) that help employees deal with personal problems that might affect work and overall well-being. These are private and confidential services.
Many accommodations such as ADA or FMLA leave require application through the your human resources representative.
Tambre (Complementary Care Expert (Verified) ) - 05 / 24 / 2011
It was definitely a very personal and important choice when my late husband was diagnosed as to who to tell. As a freelance worker in the film business, he decided to keep it mostly confidential and on a need to know basis. He could have easily been blacklisted out of an unfounded fear that he might not be able to perform his duties had people known.
The fallout from this was me becoming his silent caregiver and not being able to get support from our freelance community which is normally very involved. It's one of the key areas I coach caregivers in ~ finding those support systems so you're not doing it all alone (or feeling like you're alone). I learned this the hard way.
Assessing who you tell with regard to the kind of support you feel you will get is a good barometer of who to share with. Be clear, as outlined above in the great posts, what your rights are and also be clear as to the why you are telling and what you hope to achieve from it. This can help define the level of disclosure that fits for you and your family.
The fallout from this was me becoming his silent caregiver and not being able to get support from our freelance community which is normally very involved. It's one of the key areas I coach caregivers in ~ finding those support systems so you're not doing it all alone (or feeling like you're alone). I learned this the hard way.
Assessing who you tell with regard to the kind of support you feel you will get is a good barometer of who to share with. Be clear, as outlined above in the great posts, what your rights are and also be clear as to the why you are telling and what you hope to achieve from it. This can help define the level of disclosure that fits for you and your family.
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Tanya (Family member) - 04 / 23 / 2011
Telling your boss that you have cancer can be scary, and while it is up to you whether or not to tell, it may be for the best to make them aware of your diagnosis.
The main reason being that telling your boss can protect you in the long run. The treatments for cancer can make it difficult to concentrate, cause fatigue or even difficulty moving around and this can lead a change in your work performance. If your boss is unaware, they may take action against you due to poor work performance and you can lose your job.
However, the Americans with Disabilities Act will protect you if you've made your employer aware of your disease. Accommodations can be made for your side-effects, such as changing your work schedule, moving items in your office to make moving around more comfortable, etc. For more information on what to do at work, check out Cancer and Careers at http://www.cancerandcareers.org/en/at-work/Sharing-the-News/Who-to-Tell
The main reason being that telling your boss can protect you in the long run. The treatments for cancer can make it difficult to concentrate, cause fatigue or even difficulty moving around and this can lead a change in your work performance. If your boss is unaware, they may take action against you due to poor work performance and you can lose your job.
However, the Americans with Disabilities Act will protect you if you've made your employer aware of your disease. Accommodations can be made for your side-effects, such as changing your work schedule, moving items in your office to make moving around more comfortable, etc. For more information on what to do at work, check out Cancer and Careers at http://www.cancerandcareers.org/en/at-work/Sharing-the-News/Who-to-Tell
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