After finding out that one of your employees has cancer, you may feel overwhelmed and worry about handling it competently alone.  This is the time to turn to your human resources department.

Many managers shy away from HR, perhaps a little intimidated by that department's familiarity with legislation and workers' rights. But the department should be looked on—and called upon—as a valuable resource whenever you are uncertain about whether you are making the right decision or handling issues fairly and legally for your worker with cancer. HR can also serve as an effective bridge between you and an employee with cancer, and you and other employees.
 

How HR Can Help on Legislative Issues

Human resource departments are up to date on legislation, including The Americans with Disabilities Act (ADA), the Family Medical Leave Act (FMLA) and the Health Insurance Portability and Accountability Act of 1996 (HIPAA), all of which often come into play for a worker with cancer or whose loved one has cancer.

You might first read over full text of the legislation, but don't feel like you have to be an expert. This is where HR comes in.

The ADA law is found at its homepage, http://www.usdoj.gov/crt/ada/adahom1.htm.

The FMLA is detailed at http://www.dol.gov/esa/whd/fmla.

HIPAA information is posted at http://www.hhs.gov/news/facts/privacy.html.

But then you should feel free to go to HR with specific questions. That's their job!

How HR Can Help on Benefits Issues

HR is also accustomed to dealing with insurance companies and the lingo of coverage. Ask for help when these issues come up. HR will know not only about health insurance coverage and options, but also about company policy. They have basic information about sick leave benefits, short-term disability programs and other coverages.

How HR Can Help on Interpersonal Issues

Employees with cancer may prefer to confide in someone in HR rather than their direct supervisor. HR doesn't give assignments or evaluate performance—they are a neutral party, and your employee may need that.

How HR Can Help on Referrals

HR staffers are accustomed to working with ill employees and their families. They know how to quickly and effectively tap other resources—such as the company Employee Assistance Program, if an employee is having trouble coping, for instance, with terminal illness or one of his or her family members is.
 

When You Should Lean on HR

Sometimes, you need the more neutral eye or judgment of someone in HR, who doesn't have to work with the employee with cancer on a day to day basis, and can be more impartial. Here are some examples of when to call in HR.

• Your other employees may "hit the wall."  They may suddenly be unable to cope with the idea that one of their colleagues is so seriously ill (or has taken a turn for the worse). Ask HR to tap your company's Employee Assistance Program workers, who can host brown bag lunch seminars or something similar. The group leader might be a mental health expert or volunteers from a local cancer support group. It would give people a chance to ask questions, talk about how they are feeling, and get some information about how to cope.
• Other employees may suddenly protest. They may feel the accommodations made to the sick employee aren't fair, that you've gone too far as a manager—even though you are confident you have not.  Someone from human resources might be just the person to reassure the others employees that the same kindnesses would be extended to them.
• You've hit the wall.  As a manager, you've undoubtedly got leadership skills and plenty of energy reserve for when the going gets tough. But dealing with an employee with cancer can get extraordinarily tough—and quite emotional, even if you think you're a tough-as-nails type who can leave your problems at the office. If you're feeling in despair, go to HR for advice, maybe even a referral to a therapist to talk out your frustrations. You can't help your team pull through if you're down in the dumps.

What You Shouldn't Expect from HR

• Don't expect HR to initiate or conduct discussions that you should be having with your worker—for instance, information about workloads, schedules, time off.
• Don't expect HR to bend rules for your employee when it comes to health insurance or legislation.