The Company will treat employees with life-threatening diseases, illnesses, diagnoses and other disabilities with compassion and understanding and will provide support and reasonable accommodation consistent with applicable Federal and State laws. The Company will also treat employees with contagious diseases in a like manner provided that in doing so the Company can maintain and provide a safe and healthy environment for its employees and visitors. In carrying out the policy, the Company will be guided by its commitment to the protection of the individual’s rights of privacy and confidentiality.
It is the responsibility of the management to provide an environment where all employees are treated as all other employees of the Company. The human resource manager will offer guidance in managing this type of situation, as well as approve and provide materials and literature for the purpose of employee information and education on life-threatening illnesses and diseases.
The employee’s help in these matters is also essential, and it is the employee’s responsibility to tell the Company if and when they have any medical restrictions that would prevent them from performing the essential functions of their job, with or without reasonable accommodation and when potential harm to co-workers or customers may be probable in the future.
At the request of the employee, the worksite may be reasonably accommodated to meet the reasonable need of an employee provided that they do not impose an undue business expense and the improvements or changes are consistent with business needs. Giving notice to the management of these requests for accommodation will allow the company to plan for the upcoming changes needed, if applicable.
Commentary (if any):
WARNING: Do NOT simply adopt a policy or add it to your handbook or manual without consulting with a qualified HR professional or employment lawyer. A sample policy may not be proper or even lawful in your particular situation. You’ve been warned.