Page 100 - LIVESTRONG Digital Guidebook

If you are leaving your job, ask your
employer about:
• Benefits and insurance coverage that you
currently have
• COBRA benefits that will continue insurance
coverage for a period after you leave your job
• How much the COBRA benefits will cost
• The COBRA sign-up and payment due dates
Talk with your human resources director and
your supervisor about your needs. Any job changes
will have to be approved by your employer.
UNABLE TO WORK
Talk with your employer about your health situation
if you will not be able to work for a while. Discuss
your desire to return to the company when your
health improves.
Ask your human resources director to explain
all of the benefits that will be available if you cannot
work such as:
• Short-term disability income insurance
• Long-term disability income insurance
• Dental and vision insurance
• Long-term care insurance
Be certain that you know how to keep your job and
benefits while you are not working. Find out how
much you will have to pay to continue your insur-
ance coverage.
If you are leaving your job, ask about COBRA
benefits. These benefits continue insurance cover-
age for a period after you leave a job.
It is very important to know about COBRA appli-
cation and payment deadlines. Be certain that you
request and submit the paperwork and payments on
time. If you are late, you will lose the opportunity to
keep your benefits.
Look into applying for disability income benefits
if you will not be able to work for a while. These may
be provided through your employer. There are also
government benefit programs. A social worker can
help you find information about these resources.
The employer should not share medical infor-
mation with coworkers unless you have given your
consent. Yet supervisors need to know certain things.
100 B : D U R I N G T R E AT M E N T D AY- T O - D AY C O N C E R N S www.LIVESTRONG.org/WeCanHelp
For example, they need to know about changes in job
duties or work schedule. It may be hard to keep the
details of your health condition completely private.
FEDERAL LAWS RELATED
TO EMPLOYMENT
Many employers are supportive of employees who
are dealing with cancer. Yet, unfair things can hap-
pen at work. It is important that people affected by
cancer understand employment laws.
The following is a brief overview of two of the
most important federal laws that protect employees:
Americans with Disabilities Act (ADA)
The ADA applies to employers with 15 or more
employees. It also applies to those who work
for state and local governments. Generally,
if you are able to perform the duties of your
job, an employer cannot treat you unfairly (or
discriminate). In fact, the employer may need
to allow some changes to help you do the job.
Examples of changes an employer might make
are light-duty work, flexible hours or leave time.
State employees cannot sue their employer
for money. However, they may be able to sue the
state to get their job back. They may also have
additional protection under their own state laws.
If cancer, treatment or side effects keep
you from being able to do your job, learn more
about the ADA. Go online to ada.gov or call
the ADA Information Line at 800.514.0301.
Family and Medical Leave Act (FMLA)
The FMLA can help cancer survivors and their
caregivers. This law generally applies to employers
with 50 or more employees. An employee must
have worked for the company for at least one year
(1,250 hours) to take leave under the FMLA.
Under this law, an employee can gener-
ally take a certain number of weeks of unpaid
medical leave in a year for a serious medical
condition. FMLA can also be used to care for a
seriously ill spouse, parent or child.
You will not be paid wages when you take
FMLA leave. However, your job and benefits
remain protected. This means that the
employee can return to the same position or
one that is generally equal. If the employer
pays for the health insurance, that will continue
while the employee is on FMLA leave. You will