Transcript CANCER AND CAREERS

Balancing Cancer and Careers Seminar
Suggested PowerPoint Slides for Cancer and Careers,
Medical and Legal Presentations
To present the most successful and content filled Seminar it
is recommended that you put together a PowerPoint
presentation. What follows is suggested slide content that
can easily be expanded on or modified to best serve your
audience’s needs.
BALANCING CANCER AND
CAREERS
BALANCING CANCER AND CAREERS
NAME
TITLE, ORGANIZATION
This PowerPoint is designed to provide general information on the topics presented.
It is provided with the understanding that the author is not engaged in rendering any
medical, legal or professional services by its publication or distribution. Although these
materials were reviewed by a professional, they should not be used as a substitute for
seeking appropriate professional services.
© Cancer and Careers (CEW Foundation) 2010-2011
LIFE DOESN’T STOP
After a Cancer Diagnosis - NOR DOES WORK
•
1 in 4 employees will be diagnosed with
cancer
•
80% of people diagnosed with cancer
return to work
SHARING THE NEWS
Who to tell:
•
Supervisor, Human Resources, Colleagues/co-workers
What to tell:
•
An explanation of your diagnosis and prognosis
•
Expected course of treatment
•
Any expected leaves of absence
•
Emergency contacts
HOW TO MINIMIZE CANCER’S IMPACT
•
Know your company’s policies on medical
conditions, flex time, telecommuting, etc.
•
Control the message. People will take their
cues from you.
•
Be proactive, present your boss with your
game plan so that both of you know the work
will get done.
FLEXIBLE WORK SOLUTIONS
•
•
Technology makes working from home a
viable solution
•
•
•
Flex-time arrangements make it possible
to work during your most optimal time of
the day/week
•
•
Think creatively from part-time solutions to
job-sharing
ADVICE FOR A JOB SEARCH
•
Networking
•
Resume restructuring
•
Interview strategies
•
Seek advice from a professional Career
Coach
BALANCING CANCER AND CAREERS:
A DOCTOR’S PERSPECTIVE
DR NAME
AFFILIATION
This PowerPoint is designed to provide general information on the topics presented.
It is provided with the understanding that the author is not engaged in rendering any
medical, legal or professional services by its publication or distribution. Although these
materials were reviewed by a professional, they should not be used as a substitute for
seeking appropriate professional services.
© Cancer and Careers (CEW Foundation) 2010-2011
MANAGE TREATMENT SIDE
EFFECTS WHILE WORKING
•
•
•
•
•
Implement appropriate dietary changes
Establish an exercise routine
Take prescribed medication to manage side effects
Anticipate and prepare for hair loss
Get the physical and mental rest that you need
EVALUATE YOUR OPTIONS
• Cancer and its treatment can affect people differently,
including their ability to work
• Most people are able to adjust to work around their
treatment
• Some can even maintain a normal schedule
• Some people do not feel well enough to work
• To ensure best outcome, some specific treatment
regimens may not be adjustable
• Talk to your doctor and your employer before making a
decision to return to work
EVALUATE YOUR OPTIONS
• Treatment strategies can include one or a
combination of the following
• Surgery
• Radiation
• Chemotherapy
• Biologics
• Targeted therapies
ASK YOUR ONCOLOGIST FOR
GUIDANCE AND SUPPORT
• Your oncologist and health care team can help you:
• Anticipate and manage the side effects of cancer
treatment
• Identify treatments that may be more conducive to
working
• Coordinate a flexible schedule for treatment and follow-up
• It’s important to keep your health care team
informed about how you are feeling
COMMON SIDE EFFECTS OF
CANCER TREATMENT
•
•
•
•
•
•
•
Fatigue (physical and mental)
Nausea and vomiting
Other GI (gastrointestinal) issues
Hair loss
Pain
Skin reactions
Depression
MANAGE TREATMENT SIDE
EFFECTS WHILE WORKING
• Ask your doctor about treatment options that may
make working easier for you
• Manage your treatment and follow-up schedule
BALANCING CANCER AND CAREERS
NAME
Cancer Survivor
BALANCING CANCER AND CAREERS
Cancer & Your Employment Rights
Cancer Legal Resource Center
866-THE-CLRC
This PowerPoint is designed topresented.
provide general information on the topics
It is provided with the understanding that the author is not engaged in rendering
any legal or professional services by its publication or distribution. Although these
materials were reviewed by a professional, they should not be used as a
substitute for professional services.
Copyright Cancer Legal Resource Center 2010-2011
WORKPLACE PROTECTIONS
•
ADA (Nondiscrimination)
•
FMLA (Time off)
AMERICANS WITH DISABILITIES
ACT
•
Applies to all phases of employment
•
Applies to employers with 15+ employees
•
Steps to use the ADA’s protections
• Must be a “qualified individual”
• an individual who can perform the essential functions of the
job with or without a reasonable accommodation
•
Must have a disability (defined on next slide)
DEFINITION OF A DISABILITY
•
Physical or mental impairment that substantially impacts a
major life activity
• Ex: walking, talking, breathing, caring for oneself, working, tasks of
daily living
• New: sleeping, concentrating, thinking, communicating, operation of
major bodily functions
• Cancer can be a disability under the ADA
• As of January 2009, no longer look at disability in corrected or
• mitigated state
• Caregivers: “association with” a person with a disability
THREE WAYS TO USE THE ADA
•
Have a physical or mental impairment that
substantially limits a major life activity
•
Have a history of a substantially limiting
physical or mental impairment
•
Be regarded as having a substantially
limiting impairment
REASONABLE ACCOMMODATIONS
• Employer has to provide as long as not an undue hardship
• Only applies to employees with an actual impairment
•
Not “regarded as” or “history”
• Reasonable accommodations can include:
• Reassignment to vacant position, light duty, flexible hours, possibly an extended period of
leave time
• Employee generally has to initiate request for a reasonable
accommodation
• All requests kept confidential
•
Employer may request reasonable medical documentation that shows
•
The accommodation is needed or the employee has the present ability to perform the job
safely
• Caregiver does not get reasonable accommodation
LOOKING FOR A NEW JOB
•
Employee doesn’t need to disclose medical
condition unless they need a reasonable
accommodation
•
Employer can’t ask about your medical condition
•
•
The employer can only ask if employee can perform the
essential functions of the job with or without a reasonable
accommodation
Employer can make a job offer conditional upon
passing a medical exam only if required of all
employees entering that position
FAMILY AND MEDICAL LEAVE ACT
•
12 weeks of unpaid (but job & benefit protected) medical
leave in a year to care for a seriously ill spouse, parent,
child, or for employee’s serious medical condition
•
•
•
Leave time can be taken all at once or at intervals
Requirements:
• 50+ employees within 75 miles of that work site
• Worked 1 year & minimum of 1,250 hours in that year
May be eligible for 12 weeks under FMLA & additional
leave:
• as a reasonable accommodation under the ADA or FEHA or
• as a part of an employer’s leave policy
BALANCING CANCER
AND CAREERS
This PowerPoint is designed to provide general information on the topics presented.
It is provided with the understanding that the author is not engaged in rendering any
medical, legal or professional services by its publication or distribution. Although these
materials were reviewed by a professional, they should not be used as a substitute for
seeking appropriate professional services.
© Cancer and Careers (CEW Foundation) 2010-2011