Life-Threatening Illnesses

Kenyon College recognizes that employees with a life-threatening illness, including, but not limited to, cancer, heart disease, and AIDS, may wish to continue to engage in as many of their normal pursuits as their condition allows, including work. These employees must be able to meet acceptable performance standards. Performing normal job functions must not exacerbate their condition. Medical evidence must indicate that their condition is not a threat to other workers.

Supervisors need to be sensitive to the employee's condition and ensure that the employee is treated consistently with other employees. Kenyon College seeks to provide a safe work environment for all employees. Therefore, precautions should be taken to ensure that any employee's condition does not present a health and/or safety threat to other employees or our customers.

When dealing with situations involving employees with life-threatening illnesses, supervisors should:

*Remember that an employee's health condition is personal and confidential, and reasonable precautions should be taken to protect information regarding an employee's health condition.

*Contact Kenyon's Health & Counseling Center if you believe that you or other employees need information about terminal illness, or a specific life-threatening illness, or possible contagion. If you need further guidance in managing a situation that involves an employee with a life-threatening illness please contact the Office of Human Resources.

Contact the Office of Human Resources to determine if a statement should be obtained from the employee's attending physician that continued presence at work will pose no threat to the employee, co-workers, or customers. Kenyon reserves the right to require an examination by a medical doctor appointed by the College.

*Make reasonable accommodation for employees with a life-threatening illness provided that any accommodations made do not require significant difficulty or expenses.

*Make a reasonable attempt to transfer employees with a life-threatening illness who request a transfer and are experiencing undue emotional stress.

*Be sensitive and responsive to co-workers' concerns.

*Do not give special consideration beyond normal transfer requests for employees who feel threatened by a co-worker's life-threatening illness.

*Be sensitive to the fact that continued employment for an employee with a life-threatening illness may sometimes be therapeutically important in the remission or recovery process, or may help to prolong that employee's life.