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1. hbr.org › 2021 › 02How Managers Can Support Employees with Chronic Illnesses

   hbr.org › 2021 › 02

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   Feb 8, 2021 · First, take your own emotions out of it. Second, challenge your views about what counts as great work. Third, approach with curiosity and do your research. The experiences of employees...

2. www.shrm.org › topics-tools › newsViewpoint: How to Respond to an Employee's Serious Illness - SHRM

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   Jun 5, 2018 · After hearing that a direct report is ill, it's easy for a manager to bypass HR, give the employee a wink and a nod, grant as much personal time off as necessary and leave it to the employee to...

   • Author: Kevin Woo
   • Phone: (800) 283-7476

   • Location: 1800 Duke Street, Alexandria, 22314

3. www.ccohs.ca › oshanswers › hsprogramsCCOHS: Impairment at Work - Reporting and Responding

   www.ccohs.ca › oshanswers › hsprograms

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   May 10, 2024 · If a supervisor or co-worker becomes aware of an employee who is showing signs of impairment (regardless of cause) either through a suspected impairment report or observation, it is very important that action is taken. Examples of steps to take include but are not limited to: Speak to the employee in a private area to discuss their behaviour.

4. hbr.org › 2018 › 01What to Do When Your Employee Is Diagnosed with Cancer

   hbr.org › 2018 › 01

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   Jan 24, 2018 · If one of your employees tells you about a diagnosis, start by allowing them to control the terms of disclosure. They may want you to spread their news, or not. Then, help guide your team’s ...

5. ceosa.org.za › the-challenges-in-dismissing-anThe challenges in dismissing an employee for incapacity due ...

   ceosa.org.za › the-challenges-in-dismissing-an

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   Jan 11, 2022 · When an employer considers dismissing an employee for incapacity, one must always consult and consider the acts which deal with incapacity in the workplace, namely: the Labour Relations Act hereafter “LRA” and the Employment Equity Act hereafter “EEA”.

6. www.acas.org.uk › capability-proceduresConduct and capability procedures when managing performance

   www.acas.org.uk › capability-procedures

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   To deal with a capability issue, the employer should follow a procedure that encourages their employee to improve. This is to give the employee the chance to get better and to stop any further problems arising. The employer could provide their employee with: support, for example making changes to their work or arranging counselling sessions.

7. People also ask

   How can an employer deal with a capability issue?

   • To deal with a capability issue, the employer should follow a procedure that encourages their employee to improve. This is to give the employee the chance to get better and to stop any further problems arising. The employer could provide their employee with:

   Conduct and capability procedures when managing performance

   www.acas.org.uk/capability-procedures

   See all results for this question

   Can an employer dismiss an employee for incapacity?

   • The availability of any suitable alternative work. When an employer considers dismissing an employee for incapacity, one must always consult and consider the acts which deal with incapacity in the workplace, namely: the Labour Relations Act hereafter “LRA” and the Employment Equity Act hereafter “EEA”.

   The challenges in dismissing an employee for incapacity due to ill

   ceosa.org.za/the-challenges-in-dismissing-an-employee-for-incapacity-due-to-ill-health-or-injury/

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   How do employers deal with a conduct issue?

   • To deal with a conduct issue, the employer should follow a disciplinary procedure. Capability is about an employee's ability to do their job. Usually it's a capability issue if the employee has no control over it. For example, if an employee becomes unable to do their job due to an illness or disability, and adjustments or support could not help.

   Conduct and capability procedures when managing performance

   www.acas.org.uk/capability-procedures

   See all results for this question

   What if an employer cannot accommodate an employee due to incapacity?

   • If an employer feels that they can no longer accommodate an employee due to incapacity, an incapacity enquiry should be conducted where proper minutes are taken, and an independent chairperson should give an informed finding based on the evidence which is presented to him/her.

   The challenges in dismissing an employee for incapacity due to ill

   ceosa.org.za/the-challenges-in-dismissing-an-employee-for-incapacity-due-to-ill-health-or-injury/

   See all results for this question

   What should a supervisor do if an employee shows impairment?

   • If a supervisor or co-worker becomes aware of an employee who is showing signs of impairment (regardless of cause) either through a suspected impairment report or observation, it is very important that action is taken. Examples of steps to take include but are not limited to: Speak to the employee in a private area to discuss their behaviour.

   CCOHS: Impairment at Work - Reporting and Responding

   www.ccohs.ca/oshanswers/hsprograms/impairment/impairment_reporting.html

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   Can an employer tolerate a prolonged absence from work for incapacity?

   • In its judgment, the Labour Appeal Court then relied on the matter of Kievits Kroon Country Estate (Pty) Ltd v Mmoledi and Others (2014) 35 ILJ 406 (SCA) and stated that: “An employer is not expected to tolerate an employee’s prolonged absence from work for incapacity due to ill health.

   The challenges in dismissing an employee for incapacity due to ill

   ceosa.org.za/the-challenges-in-dismissing-an-employee-for-incapacity-due-to-ill-health-or-injury/

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8. www.liveabout.com › letter-informing-a-colleagueLetter Examples Informing a Colleague About an Illness

   www.liveabout.com › letter-informing-a-colleague

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   Dec 28, 2019 · One of the easiest and most direct ways to inform your colleagues about an illness is to send a letter or email message telling a particularly trusted co-worker. Who to Inform About an Illness. Being open and honest without revealing too many details can be challenging, but it is essential.