New Hire with Cancer

michelle1

Have a client who hired a new employee 5 weeks ago and this employee was just diagnosed with tongue cancer - very serious situation. Wonder if anyone on the Forum has encountered this type of issue and how you handled it.

Thanks! Michelle

sonny

They would not qualify for FMLA but beyond that I would treat them as policy would dictate for any other employee. .

Still Need Coffee

I agree with sonny - do whatever you would do for any other employee who came to you stating they have an illness. At this point in time, it is not likely that any accommodation is needed, other than for doctor's appointments, but at some time in the future, you may need to consider implications of the ADA. Also, be sure you are following the appropriate protocols where GINA is concerned - your employee's diagnosis should NOT be common knowledge, unless of course the employee releases that information themselves.

If your employee is still working for you in a year, you'll need to take a look at FMLA, but in the meantime, I would brush up on your state's disability and leave laws - they may apply where FMLA does not.

Good luck!

Tammy Binford

Hello Michelle,

Just want to let you know that we have an audio conference scheduled for March 8 on this subject. Although the program isn't yet advertised, you can keep an eye on the HR Hero website to get details within the next few weeks. Topics the speaker intends to discuss include ADA accommodations, FMLA requirements, and business and privacy issues. Let me know if you have any questions about the program.

Tammy Binford
Editor
[email]tbinford@mleesmith.com[/email]