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How to deal with chronic disease in the workplace

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HC Online | 18 Jan 2016, 11:13 AM Agree 0
With chronic disease Australia’s biggest killer, HR managers can take a lead role in creating holistic workplaces for employees with chronic illness.
  • Sylvia K | 18 Jan 2016, 12:50 PM Agree 0
    Your article raises good points, however did not mentioned the opportunity for employee to have the option to request to reduce work hours to accommodate with their chronic illness. It should be noted, if the employer can agree to negotiate a flexible work arrangement such as part time work, to be made available to the employee prior to terminating contract of the staff who is unable to commit to fulfil full time work duties.

    In some cases, to meet operational objectives, an organisation can offer to job share arrangements within the role to accommodate the employee who is unable to work full time due to their illness. However, I would suggest the medical certificate should be clear in stipulating what the capacity is for the employee by the medical practitioner and determine what work hours should be recommended. In some organisations where there is a health & wellbeing department in HR, can monitor and support the restrictions for an employee who is unable to work full time due to their illness and provide a return to work program. Before any employee is considered a termination in their contract, the employer should consider options to retain current staff whom they have already invested into.
  • Linda | 22 Jan 2016, 01:39 PM Agree 0
    Sometimes, all that's needed to assist an employee to cope with a chronic disease is short periods of reduced working hours when the disease flares up, or more flexible working hours which allow an employee to attend medical appointments.
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