It’s sad enough when an employee becomes seriously ill. What makes it tougher is that work doesn’t stop. Deadlines remain, customers need service and paperwork piles up.
That means you must deal with two major challenges at once: understanding and appreciating the emotions of the employee and other co-workers, while making sure the necessary work gets done. Responding to these challenges requires tact, sensitivity and flexibility.
Mistakes can mean not only hurt feelings but also potential legal liability problems.
The key is balance: You must consider the sick employee’s needs and wishes while devising strategies to maintain the work routine.
Here are four ways supervisors and HR can handle such situations with tact and legal skill:
1. Avoid laissez-faire management
Now is not the time to withdraw from the employee and play a hands-off role. Instead, turn up your (register to read more)when talking with the ill ...
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- 10 Secrets to an Effective Performance Review
- 14 Tips on Business Etiquette
- HR protected—But only if it actually helped file bias claims
- You can achieve any goal in 5 steps
- California Uber drivers win right to file class-action suit
- Sample Policy: Harassment