5 Key Ways to Care for Staff Facing Health Concerns
Engaging with employees facing health concerns requires a thoughtful approach. As a ministry employer, you want to show care and compassion for staff members who are managing health challenges, either for themselves or for a family member. Even so, it can be hard to know when to ask employees about their health, what kind of support to offer, and how to ensure your organization is meeting its obligations.
Following these basic principles can help you proceed with both wisdom and care. Consider seeking guidance from a consultant, attorney or other subject matter expert when in doubt or if things go awry. Failing to act properly can result in your employee feeling diminished, and also leave your organization vulnerable to an accusation of discrimination or other violation of law.
Respect boundaries, but be ready to listen.
You may be aware that someone on your team is experiencing a health situation (or you suspect this is the case) and you want to help. You might also be concerned about the workload and the availability of your team member. If the employee has not raised any concerns to you and is meeting job expectations, your obligation as employer is to respect the employee’s boundaries. This can be challenging in a ministry environment, where people feel “like family” and where staff resources are often quite limited.
If or when the employee discloses health concerns to you, whether because the employee requires some sort of assistance or just to keep you informed, be ready to listen and plan together for any support or adjustments the employee may need.
Safeguard medical information.
As an employer, you are required by law to safeguard medical information about your employees, and avoid discussing employee health matters with coworkers and others who do not have a “need to know.” Even if the employee is openly sharing his or her health issues with coworkers, it is not your role as employer to do likewise, unless the employee asks or gives you permission you to do so.
Avoid assumptions about limitations.
It can be very easy, in the name of empathy or concern, to assume your employee will be unable to perform the duties of his or her job because of a medical condition or disability or because of the time needed to seek medical treatment. Unless you observe an inability to get the job done or the employee is taking excessive leave, let the employee come to you with any discussion of limitations or requests for assistance.
Be flexible, but keep up the guardrails.
Flexibility is typically the primary way of supporting employees with health concerns — flexibility in work hours and deadlines, flexibility with taking leave, and, in some cases, flexibility or adjustments in job duties (ie: excusing an employee from carrying heavy objects or from an assignment that involves travel that will interfere with medical treatment). Even so, flexibility has its limits. If your employee is not getting work done, and is not taking advantage of some form of leave (such as sick leave, personal leave or unpaid leave under the Family Medical Leave Act), then you have an obligation to address the matter — for the sake of both your ministry and your other staff, who are likely picking up the slack.
Make sure you understand what the law provides for your employees.
Depending on the size and location of your organization, you may be legally required to accommodate those employees with physical or mental disabilities (health conditions that limit someone’s ability to perform daily activities) — by making job adjustments or providing resources that will enable a disabled employee to perform his or her job. Moreover, your staff may be eligible for paid or unpaid leave under state sick leave regulations, the Family Medical Leave Act, or a state-based form of caregiving leave (such as New York’s Paid Family Leave). Your role is to understand which of these entitlements apply to your workplace, and to ensure that your staff are aware and can take advantage of these supports.