ferr dating love site - Accommodating employees with breast cancer

Typically, sharing life news with those at work isn't difficult, but when talking about a breast cancer diagnosis, the words can get caught in your mouth..Some people might feel more comfortable talking to their boss or supervisor first, avoiding the miscommunication that can stem from the office gossip mill.Consider setting up a meeting or a lunch, so you can be sure to have her full attention.

But when her treatment plan required additional leave, Tamayo was fired.

On July 10, 2012, during a meeting to discuss her request for extended leave, managers improperly chose to rely on their own assessment that she looked "fragile" and unlikely to return to work, despite her doctor's note stating that Tamayo could resume work in September 2012.

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.

Cancer's effect on an individual depends on many factors, including the primary site of the cancer, stage of the disease, age and health of the individual, and type of treatment(s).

The most common symptoms and side effects of cancer and/or treatment are pain, fatigue, problems related to nutrition and weight management, nausea, vomiting, hair loss, low blood counts, memory and concentration loss, depression, and respiratory problems.

- An Oakland-based non-profit regional medical center has agreed to pay 0,000 to a former employee with breast cancer and to implement revised policies and training to settle a federal disability discrimination lawsuit filed by the U. Equal Employment Opportunity Commission (EEOC), the agency announced today.

According to the EEOC's suit, Children's Hospital and Research Center fired Imelda Tamayo because she needed medical leave exceeding the hospital's six-month policy.

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.

It may also make sense to find an office mentor who has already navigated the maze of accommodations and disability pay.

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