Accommodating employees with breast cancer
Accommodating employees with breast cancer - kim kardashian dating new man
But when her treatment plan required additional leave, Tamayo was fired.
This support may include personal assistance on the job, donated vacation days, or even a fundraising campaign. A supervisor or boss might want to know what accommodations might be necessary.A prospective employer may not ask you about your health history unless you have a visible disability and the employer could reasonably believe that it affects your current ability to perform that job.An employer may ask you detailed questions about your health only after you have been offered a job."With this breast cancer, I was devastated by the loss of my job and my health insurance," Tamayo said."I am happy that Children's Hospital has changed its policy to allow extended leave for employees suffering from serious medical conditions." Terminating a qualified employee because of a disability violates the Americans with Disabilities Act (ADA).In addition, most states have their own laws prohibiting employment discrimination on the basis of disability. Equal Employment Opportunity Commission (EEOC) enforces the employment provisions of the ADA.
Some of these state laws may apply to smaller employers and may provide protections in addition to those available under the ADA. This document, which is one of a series of question-and-answer documents addressing particular disabilities in the workplace, Cancer is a group of related diseases characterized by the out-of-control growth of abnormal cells caused by both external and internal factors, such as chemicals, radiation, immune conditions, and inherited mutations.
It may also make sense to find an office mentor who has already navigated the maze of accommodations and disability pay.
Before divulging the diagnosis, take the time to research the company's policies, including medical leave and flex time.
The Americans with Disabilities Act (ADA), which was amended by the ADA Amendments Act of 2008 ("Amendments Act" or "ADAAA"), is a federal law that prohibits discrimination against qualified individuals with disabilities.
Individuals with disabilities include those who have impairments that substantially limit a major life activity, have a record (or history) of a substantially limiting impairment, or are regarded as having a disability.
Some laws clearly prohibit cancer-based discrimination, while others have never been applied to cancer-based discrimination.