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Balancing Cancer and Careers SeminarSuggested PowerPoint Slides for Cancer and Careers,

Medical and Legal Presentations

BALANCING CANCER AND

CAREERS

BALANCING CANCER AND CAREERS

NAMETITLE, ORGANIZATION

This PowerPoint is designed to provide general information on the topics presented. It is provided with the understanding that the author is not engaged in

rendering any medical, legal or professional services by its publication or distribution. Although these materials were reviewed by a professional,

they should not be used as a substitute for seeking appropriate professional services.

© Cancer and Careers (CEW Foundation) 2010-2011

LIFE DOESN’T STOP After a Cancer Diagnosis - NOR DOES

WORK

• 1 in 4 employees will be diagnosed with cancer

• 80% of people diagnosed with cancer return to work

SHARING THE NEWSWho to tell:

• Supervisor, Human Resources, Colleagues/co-workers

What to tell:

• An explanation of your diagnosis and prognosis

• Expected course of treatment

• Any expected leaves of absence

• Emergency contacts

HOW TO MINIMIZE CANCER’S IMPACT

• Know your company’s policies on medical conditions, flex time, telecommuting, etc.

• Control the message. People will take their cues from you.

• Be proactive, present your boss with your game plan so that both of you know the work will get done.

FLEXIBLE WORK SOLUTIONS

• Technology makes working from home a

• viable solution

• Flex-time arrangements make it possible

• to work during your most optimal time of

• the day/week

• Think creatively from part-time solutions to

• job-sharing

ADVICE FOR A JOB SEARCH

• Networking

• Resume restructuring

• Interview strategies

• Seek advice from a professional Career Coach

BALANCING CANCER AND CAREERS: A DOCTOR’S PERSPECTIVE

DR NAMEAFFILIATION

This PowerPoint is designed to provide general information on the topics presented. It is provided with the understanding that the author is not engaged in

rendering any medical, legal or professional services by its publication or distribution. Although these materials were reviewed by a professional, they

should not be used as a substitute for seeking appropriate professional services.

© Cancer and Careers (CEW Foundation) 2010-2011

MANAGE TREATMENT SIDE EFFECTS WHILE WORKING

• Implement appropriate dietary changes• Establish an exercise routine• Take prescribed medication to manage side

effects• Anticipate and prepare for hair loss• Get the physical and mental rest that you

need

EVALUATE YOUR OPTIONS• Cancer and its treatment can affect people

differently, including their ability to work• Most people are able to adjust to work around

their treatment • Some can even maintain a normal schedule• Some people do not feel well enough to work• To ensure best outcome, some specific treatment

regimens may not be adjustable• Talk to your doctor and your employer before

making a decision to return to work

• Treatment strategies can include one or a combination of the following• Surgery• Radiation• Chemotherapy• Biologics• Targeted therapies

EVALUATE YOUR OPTIONS

ASK YOUR ONCOLOGIST FOR GUIDANCE AND SUPPORT

• Your oncologist and health care team can help you:• Anticipate and manage the side effects of cancer treatment• Identify treatments that may be more conducive to working• Coordinate a flexible schedule for treatment and follow-up

• It’s important to keep your health care team informed about how you are feeling

COMMON SIDE EFFECTS OF CANCER TREATMENT• Fatigue (physical and mental)• Nausea and vomiting• Other GI (gastrointestinal) issues• Hair loss• Pain• Skin reactions• Depression

MANAGE TREATMENT SIDE EFFECTS WHILE WORKING

• Ask your doctor about treatment options that may make working easier for you

• Manage your treatment and follow-up schedule

BALANCING CANCER AND CAREERS

NAMECancer Survivor

BALANCING CANCER AND CAREERS

Cancer & Your Employment Rights

Cancer Legal Resource Center866-THE-CLRC

This PowerPoint is designed to provide general information on the topics presented. It is provided with the understanding that the author is not engaged in

rendering any legal or professional services by its publication or distribution. Although these materials were reviewed by a professional,

they should not be used as a substitute for professional services.

Copyright Cancer Legal Resource Center 2010-2011

WORKPLACE PROTECTIONS

• ADA (Nondiscrimination)

• FMLA (Time off)

• Applies to all phases of employment

• Applies to employers with 15+ employees

• Steps to use the ADA’s protections• Must be a “qualified individual”

• an individual who can perform the essential functions of the job with or without a reasonable accommodation

• Must have a disability (defined on next slide)

AMERICANS WITH DISABILITIES ACT

DEFINITION OF A DISABILITY • Physical or mental impairment that substantially

impacts a major life activity

• Ex: walking, talking, breathing, caring for oneself, working, tasks of daily living

• New: sleeping, concentrating, thinking, communicating, operation of major bodily functions

• Cancer can be a disability under the ADA

• As of January 2009, no longer look at disability in corrected or

• mitigated state

• Caregivers: “association with” a person with a disability

THREE WAYS TO USE THE ADA

• Have a physical or mental impairment that substantially limits a major life activity

• Have a history of a substantially limiting physical or mental impairment

• Be regarded as having a substantially limiting impairment

REASONABLE ACCOMMODATIONS

• Employer has to provide as long as not an undue hardship

• Only applies to employees with an actual impairment

• Not “regarded as” or “history”

• Reasonable accommodations can include:

• Reassignment to vacant position, light duty, flexible hours, possibly an extended period of leave time

• Employee generally has to initiate request for a reasonable accommodation

• All requests kept confidential

• Employer may request reasonable medical documentation that shows

• The accommodation is needed or the employee has the present ability to perform the job safely

• Caregiver does not get reasonable accommodation

LOOKING FOR A NEW JOB • Employee doesn’t need to disclose medical

condition unless they need a reasonable accommodation

• Employer can’t ask about your medical condition

• The employer can only ask if employee can perform the essential functions of the job with or without a reasonable accommodation

• Employer can make a job offer conditional upon passing a medical exam only if required of all employees entering that position

• 12 weeks of unpaid (but job & benefit protected) medical leave in a year to care for a seriously ill spouse, parent, child, or for employee’s serious medical condition• Leave time can be taken all at once or at intervals

• Requirements:• 50+ employees within 75 miles of that work site• Worked 1 year & minimum of 1,250 hours in that year

• May be eligible for 12 weeks under FMLA & additional leave:• as a reasonable accommodation under the ADA or FEHA or• as a part of an employer’s leave policy

FAMILY AND MEDICAL LEAVE ACT

BALANCING CANCER AND CAREERS

This PowerPoint is designed to provide general information on the topics presented. It is provided with the understanding that the author is not engaged in

rendering any medical, legal or professional services by its publication or distribution. Although these materials were reviewed by a professional,

they should not be used as a substitute for seeking appropriate professional services.

© Cancer and Careers (CEW Foundation) 2010-2011