INTERACTING WITH ILL EMPLOYEES

BALANCING LIFE’S ISSUES INC.

FACTS TO KNOW

ILL employees want their

lives to be as normal as possible

Privacy for each employee is key

Understand the term “terminal illness,” “life-threatening,” or “limited living”

Listening is the most important skill for Managers and Co-Workers

76 % of employees

would continue to

work even if they had 13 days to live

OBJECTIVESManage ill employees who

continue to work

are out of workplace

Manage Return-to-work

transitions

Understand legal issues when

dealing with a seriously ill

employee

EMPLOYEES WHO CONTINUE TO WORK

Determine how much information employee feels comfortable sharing with you and co-workers

Be open to communication but respectful of privacy

Decide what accommodations are appropriate to support the employee

Encourage use of HR and EAP services and support

Include the employee as you always have

DEALING WITH CO-WORKERS

Share only appropriate information with co-workers

Encourage them to share questions or concerns to reduce speculation and office rumors

Show appreciation for co-workers who must pick up some extra work

Handle difficult conversations with

sensitivity

EMPLOYEES WHO LEAVE WORK

✔ Help employees maintain a connection

with work.

✔ Agree on whether or not some work can

be done from home.

✔ Manage expectations on both ends.

MANAGING RETURN TO WORK TRANSITION

Allow “ample” time when the employee returns after surgery or treatment

Anticipate and allow form some setbacks

Managers with the Human Resource Department begin to discuss succession planning with the employee

COMPASSIONATE

RESOURCEFUL

MANAGING PERFORMANCE PROBLEMS

Separate out performance issues related to the illness or absence and those that pre-existed.

Be cautious of using illness for an excuse or crutch for performance issues related to other things.

Ask the important questions Is the work getting done?How are they handling their

grief?How can the team handling

distributing their work load?

INTERACTING WITH ILL EMPLOYEES

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