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Addressing Medical Issues – Why is this Considered the Most Difficult Area Facing Managers?

Additional Advice

Human Resources Specialist
Federal Agency
Fri Dec 8, 2006 8:03 AM

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Bob,

As you go through this series of articles, please remember to tell managers to talk to their HR folks before acting. Every situation has multiple issues, whether it is language contained in a collective bargaining agreement, past practice or the establishment of precedent, or sources of internal expertise of which the manager might not be aware.

As they say on the financial advice shows, talk to your own expert before making an important decision.

employee health issues

Manager
FAA
Fri Dec 8, 2006 8:33 AM

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this article was timely for me. I just advised my training specialist that I wasn't assigning him a training job because I can't rely on him. I know he has health issues and I do feel bad for him. I've adjusted his schedule to accomodate as much as I can. But I need a full time training specialist, not someone who may or may not come to work.

Re: employee health issues

Manager
federal agency
Fri Dec 8, 2006 8:47 AM
Interesting to read this comment in light of the article that was run on FedSmith yesterday about an employee being terminated due to illness: http://www.fedsmith.com/articles/articles.showarticle.db.php?intArticleID=1096

Most of the readers commenting on that article basically took the position that an agency should just keep a person's job open at any cost, whether that person is able to work in the job or not, and damn the agency's mission. It is unfortunate that some people get ill and cannot work and I empathize with them, but the work must continue to get done also.

Addressing Employee Medical Issues

Employee
USDA Forest Service
Fri Dec 8, 2006 2:34 PM

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There are specific enforceable penalties for abuse of leave but where there are very flexible work policies there are no specific enforceable penalties. For example: an employee who says they are working 8 hours a day but only accomplishing 15-20% of work assigned to their position is actually bilking the government out of 80% of the salary paid. This does not even begin to address the additional work that falls to other employees in the person's home unit let alone how it affects the workload of neighboring units, etc., that are sometimes obligated to cover that workload in order to get their own workload done. Flexible work time policies and work at home policies were meant to enhance the work environment for the employee creating higher quality work. But there are those that abuse and use that same flexibility to the detriment of their unit, their service, their department, their government, and the citizens of the United States of America who are the actual employers.

Hidden Ageism?

PA Specialist
AFRC
Mon Dec 11, 2006 9:22 AM

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I can't help but wonder if this isn't a way of weeding out the aging feds--those graying boomers--out of the federal workplace. Sort of an enforced "brain drain."

Let's face it: since the aging federal workforce also has its share of health problems, perhaps this is a way of forcing them out the door.

Regardless of the motivation, I can't help but feel that this is heartless. I understand leave abuse and know that it does happen. But if someone gets cancer and has to be out for treatment, I hardly think it's the worker's fault for getting sick.

Health issues are extremely sensitive, and I can see where a female worker approaching a male supervisor for leave b/c she's got "female problems," may be in for some delicate and potentially embarassing moments. This is especially true if she's got an insensitive boss, and they do exist (and aren't necessarily all male either).

Re: Hidden Ageism?

Civilian
Navy
Mon Dec 11, 2006 12:13 PM
Medical issues are not limited to the "older" workforce. Having cancer and undergoing treatment with a foreseeable return to work date is one thing. This case involved an employee with over a year of absenteeism with no end in sight. The Agency hired a full-time employee, and that's what they should get. That employee should utilize their option to retire on disability or whatever else may be available. The failure to respond to the proposal is a telling sign. Also, this type of case is not new; it's been done for many years.

Dealing w/Employees w/Psychological problems

Supv Human Resources Specialist
CHRA-CPAC- Fort Monmouth, NJ
Mon Dec 11, 2006 1:29 PM

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any words of advice would be appreciated. We don't see enough of these kinds of cases to be good at advising mgmt on how to handled them and I don't think mgmt reacts fast enough for fear we will violate some rule/regulation covered under ADA. Occassionally we get employees that are displaying bizarre behavior, not necessarily threatening to others, but clearly they have problems.

Supervisors and workers' comp cases

WC Program Manager
Interior
Tue Dec 12, 2006 12:08 AM

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I have to disagree about the manager not having any control of workers' comp cases. Managers, and their willingness and ability to be flexible in handling alternative work arrangements, are absolutely key to returning injured workers to work. I often find managers taking the "well, I can't do anything about this situation" attitude--which is reinforced in this article--when, in fact, a large part of the solution to bringing back employees with work-related medical issues rests on the shoulders of those very managers.

It is line managers who know the tasks that need to be done in their organizations. They are the best ones to know how those tasks can be rearranged among the workforce so that someone who can't do one thing, but can do others, may be able to return to productive employment, where they will actually heal faster than they will, sitting at home watching Oprah.

Addressing Medical Issues

DOL VP/steward
U.S. Dept. of Labor
Tue Dec 12, 2006 9:48 AM

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I work for the agency that oversees FMLA, ADA, Workers' Comp for Federal employees and believe it or not since the MSPB Townsend case in March 2005, DOL is the biggest violator of the laws it enforces. It doesn't matter if you have o/1000 hrs. of sick leave or an abundance of annual leave. It doesn't matter if you have never requested FMLA, an accommodation, or that you gave advance notice and a doctor's certificate with a stated duration of incapacitation. And God forbid they take in the human aspect like your sick and within a year of full retirement. Too bad! You can legally be removed. I have seen 7 cases in DOL alone and it is frustrating that most of the grievants don't last to see the grievance procedure through to the end. After 20-30 years of service most take the retirement w/2% loss per year they don't make the age limit. So, don't get sick.

Re: Addressing Medical Issues

Retired manager
HHS
Wed Dec 13, 2006 5:28 PM
The union steward's comments are a little disingenuous as they suggest that the age reduction (e.g., for CSRS, 2% for each year under 55) applies to employees who must retire due to illness. In fact, if an employee's illness is such that it meets requirements for a disability retirement (much easier to meet under CSRS than under SSA), there is no age reduction.

Re: Addressing Medical Issues

DOL VP/steward
U.S. Dept. of Labor
Thu Dec 14, 2006 10:47 AM
They are not disingeuous if the employees are harrassed by telephone, e-mail, and correspondence several times a day and every day after submitting a regular leave slip and Doctor certificate....They aren't going out on disability retirement......
They're taking early retirement rather than face the continued harrassment and further complicating their medical conditions by the stress factors....like leaving 17 page memorandums on the seat of you chair when you return to work about a prior rated performance appraisal period where you were rated successful or highly efficient??? I know from where I speak.

Re: Addressing Medical Issues

Specialist
Federal Government
Tue Jun 24, 2008 8:50 AM
The steward shows his or her caliber of knowledge and character immediately by stating the DOL oversees ADA and FMLA. Hmmm, federal laws that DOL "oversees." Interesting. And an added note, ADA is for private sector not federal & was the private sectors answer to the federal law 30 years later. (& yes, they do work together were appropriate.)
Total Comments: 17
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