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Does your employee seem seriously ill?

It is human nature to care for others when they are not well. With the potential stresses of everyday life, many may begin to express that they are not well. What makes it even more difficult is the fact that the work must go on. The challenge is being an understanding manager while making sure the work is accomplished. Such a scenario requires tact, sensitivity and knowledge. What, if any leave entitlements an ill employee may have is something that must be considered. If you have 15 or more employees, the Americans with Disabilities Act is a real concern. If you have 50 or more, the Family Medical Leave Act also comes into view.

First and foremost, provide support but do not try to offer advice, diagnose or disregard.  Once you have been put on notice that an employee is ill it is important to not withdraw and let it take course. A responsible manager needs to be engaged, actively listening. Every business owner must consider the precedent setting ways of their actions. By not doing anything, a precedent has been set. This is critical as it comes into play when making decisions for future situations for other employees. Key decisions need to be made with regards to work assignment, benefits and time allotted for leave. It is important to talk with an HR resource regarding your legal implications. Every manager has a responsibility to protect confidentiality as well. Do not openly share personal information about the employee  to peer employees without their express permission. Often co-workers want to know how the person is doing but be wary of gossip that can lead to rumors and breach of confidentiality.

If you have a situation regarding a seriously ill employee know that HRBoost, LLC. can help.  We have experience in working as a trusted resource. We will help you combine a sincere supportive approach while partnering to devise a strategy to maintain the work routine. Help is available at 847.736.5085.

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