Diagnosis cancer: are you prepared?

According to data presented at the Employers Cancer Summit, hosted by Working Well magazine Feb. 23 in Toronto, 41% of plan decision-makers said they were unsure if these types of therapies were covered under their plans. “This is obviously not a comfort zone for employers,” said Tricia Benn, senior director, Rogers Connect, market research and client services, with Rogers Publishing.

But combined with the rest of the data presented at the conference, this statistic wasn’t overly shocking. Despite the fact 40% of Canadians will be diagnosed with cancer in their lifetime, many employers seem to be somewhat unprepared and not up-to-snuff on the coverage and resources they have available (or could make available) to affected employees.

So what do you do if one of your employees is diagnosed with cancer? The first is to brush up on company policies, coverage and resources. Next, Lynda Morrison, CEO of Wellspring Cancer Support Foundation suggested that employers take a planned approach to the inevitable workplace accommodations that will need to be made.

For example, if Jane takes on extra work while Sarah is in treatment and there are no timelines or expectations outlined, it could create more problems than just those associated with having one less healthy employee in the office. “Employees are sympathetic in these cases but there is a point where people lose their patience,” said Morrison. In fact, Morrison’s data reports that 25% of co-workers think they will have to do more work when a colleague undergoes treatment.

Rather than taking a wait-and-see approach, it’s best for employers to create a short-term plan, and a long-term one if possible, and to communicate openly with employees about them.

On the patient side, feelings of ineffectiveness are common and worries about employment security can be an added stress for them. Again, Morrison told employers to be upfront with their employees about their legal rights and about the long-term plan. “It’s comforting for them.”

Once an employee does go off on short-term disability or long-term disability, working with them on a return-to-work strategy will do more than just get them back in the office. “If it’s properly managed, the employee will be as productive as ever,” confirmed Morrison.

She adds that employers that support their employees in a time of crisis, not only reap the rewards of that person coming back to the office happy and healthy, retention is less of an issue. “People are loyal if their employer is supportive in a crisis,” she said, and added he or she likely won’t be lured away by other employers—even when presented with more compensation. Also, company morale in general is better. If employees see their organization acting responsibly and compassionately and being supportive, it puts them at ease should they ever be in the same situation.

With an aging labour pool, employers needs to be prepared to deal with people with chronic illness, explained Morrison. Instances of cancer in the workplace aren’t going to go away. In fact, they are expected to increase—are you prepared?

April Scott-Clarke is Assistant Editor with Benefits Canada.

To comment on this story, contact us.