You’ve decided to disclose your cancer diagnosis to your employer, what’s next? The Manager’s Kit is designed for you to give to your boss to help start or smooth the conversation. We’ve laid out the “need to know” laws that relate to cancer in the workplace, successful workplace strategies and tips for working with your HR department.
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Please see below for an overview of each section within the kit:
- How to Use This Kit
A short introduction to the Manager’s Kit and ideas for approaching your boss and disclosing your diagnosis.
- “Dear Supervisor”
A letter to your employer from Cancer and Careers, the leading credible resource on work and cancer. This letter will help begin the conversation with your boss on balancing cancer treatment and recovery with work.
- What to Expect When Your Employee Has Cancer
The best antidote to confusion and hesitation is education. Learning how to manage an employee with cancer starts with having a clear understanding of what cancer is and having a list of reliable resources at your disposable when new questions arise.
- “Need to Know” Laws
There are a number of federal laws that relate to cancer patient rights, discrimination and benefits. It’s important to remember that these laws are for protection of both the employer and employee. Learn more about the Americans with Disabilities Act (ADA) and Family Medical Leave Act (FMLA).
- Privacy Laws
Learn more about the Health Insurance Portability and Accountability Act (HIPAA) and The Genetic Information Nondiscrimination Act (GINA) and how these laws apply to privacy in the workplace.
- Work Strategies
After the conversation between employer and employee has begun, the next step is to come up with a plan. This plan should be written and agreed upon by both the manager and employer, ensuring that everyone has the same expectations. This section suggests ideas on different strategies and solutions.
- Creating a Supportive Work Environment
There are many ways for people to work through cancer treatment. This section offers various ideas for creating an accommodating work schedule. Keep in mind, the best strategy is often a creative mix that adapts to the needs of both employee and employer as treatment progresses.
- Working with Human Resources
A human resource department should be looked on — and called upon — as a valuable resource. They can help to navigate insurance and employee benefits, and give perspective on company precedent on accommodating employees with cancer.