Life-Threatening Illnesses or Disease Policy

Purpose

To help managers and employees maintain a supportive, safe work environment that responds appropriately to workplace issues raised by life-threatening illnesses, including but not limited to cancer, HIV/AIDS, and heart disease.

Policy

The company recognizes that employees with a life-threatening illness may benefit from continuing normal activities, including work, to the extent their condition allows. An employee with a life-threatening illness may continue working as long as:

• medical evidence indicates the condition does not present a direct threat to the employee or others; and
• the employee can perform the essential functions of the job, with or without reasonable accommodation.

A reasonable accommodation will be provided where warranted, unless it would impose an undue hardship on the business.

Confidentiality

An employee's health condition is private. Unless the condition poses a direct threat to others, the employee is under no obligation to disclose it. Where an employee does disclose a condition, that information should be treated as confidential medical information, shared only on a need-to-know basis consistent with applicable law (for example, ADA confidentiality requirements).

Responsibilities

Role	Responsibility
Manager/Supervisor	Applies this policy; consults HR on any reasonable accommodation needed so the employee can meet performance expectations safely; refers the employee to available support resources (for example, an Employee Assistance Program) as needed; provides guidance to co-workers on maintaining normal working relationships.
Human Resources	Advises managers on accommodation and confidentiality obligations.
Co-workers	Continue normal working relationships with colleagues known to have a life-threatening illness.
Employee	Meets the same performance standards as other employees, with reasonable accommodation where needed.