Newly Diagnosed

Leigh T. on February 9, 2017

Career Management, Image/Professionalism, Workplace Politics

I was recently diagnosed with DCIS, Grade 2. I'm in the middle of testing genetics/MRI to determine a treatment plan. I discussed with my HR (we have an outsourced company) and they told me the sooner the better to share with my director. They said the feel the company will be fair but due to the amount of employees, FMLA does not apply. They said to tell my director verbally, but ambiguously. What does this mean? I have been an employee at this non profit for the company for 5 years, never had any write-ups or issues. I LOVE my job. My career is very important to me. My director is new and we have a new CEO both started at the same time 6 months ago. I'm still building my reputation/relationship with her and lately she has been very complimentary, but she is a personality that I have garnered would consider this a potential cause for lack of focus and would start micromanaging immediately. How can I approach this conversation? What is too much information being that I still don't know my treatment until these tests come back which will be another 2-3 weeks? I was encouraged the sooner the better to tell by HR company. I'm a very analytical/logical person and am private at work. I'm considered a very nose to the grindstone personality and work very hard. I'm also concerned about appearing weak. Or any mistake (which naturally in life we make those) that cancer will be the "reason". Any advice would be greatly appreciated. Our work culture is sometimes too transparent because we are about 20 employees in a small office. And not disclosing can be construed as hiding. I've seen it happen in other scenarios.

1 Comment

Image of Maddy Meislin

Maddy Meislin

Feb 9, 2017

Cancer and Careers Staff Comment:

Hi Leigh,

Thanks for your post! You are asking all the right questions - your being careful and thinking about disclosing is very wise. I would recommend reading through our section on Sharing the News (http://www.cancerandcareers.org/en/at-work/where-to-start/sharing-the-news). This should help answer your questions about what to tell, when, how, etc. Generally speaking, you are not legally obligated to disclose your diagnosis to your employer.

I know you mentioned that you do not yet know your treatment plan. If you choose to reveal your diagnosis to your employer, you will want to gather all the information you can beforehand in order to create an action plan. Having a plan can help restore your sense of control and leave you with more mental energy to cope with the rest of the process. But, as we all know, things change — so it’s important to keep your plan flexible and reiterate this when discussing with your employer.

Before you approach your employer or colleagues, you’ll want to speak with your medical team about the ways in which your diagnosis might affect your job. For example, discuss things such as the timeline for your treatment; possible side effects you might experience; how, specifically, they might impact your ability to do your work; and how to manage side effects while on the job. This way you’ll feel informed and prepared when presenting the situation to your employer.

A great resource for these medical conversations are Cancer and Careers’ lists of questions to ask your healthcare team, which include questions on work & cancer and the various treatments you might undergo. You can download a copy at this link: http://www.cancerandcareers.org/en/resource/charts-and-checklists. Having a sheet with questions and space to jot down notes during meetings with your care providers will make it easier for you to recall what you talked about and then pass along the information to your manager or HR department.

I know you met with HR, do you feel like you have a good understanding of the sick-leave and disability policies your company has in place and the rights you are entitled to? If not, you should go back to HR or consult your employee handbook. Our Manager’s Kit is designed for you to give to your boss to help facilitate the conversation, and contains information on the need-to-know laws. Click here to download: http://www.cancerandcareers.org/publication_orders/new

Please feel free to each out if you have any questions!

Best regards,
Maddy Meislin
Associate Manager of Programs

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