We had kept Nellie's employer informed of her condition from the very beginning in January when her abdominal pain got from a mere irritation to being persistent. Given her newness to the company, she had to obtain due instructions from them on which clinic is under their group insurance and what was covered.. you know, the usual stuff that an employee should get to know at times like these.
But man, things sure were not usual stuff anymore, as we had learnt, about a week into her surgery.
When she asked, ".. but what about my job, dear?", I took the view that being able for her to return to her current job would be most soothing for her, given the circumstances. When things do get back to "normal", she would more than likely want to get back to work, I reasoned. Of course, there's the other view that giving her 100% focus on winning her war with cancer ought to be priority #1, as opposed to getting sidetracked by what could be or might be, 6-9 months down the road. We decided that it would make better sense to hold on to the job than to resign, and took the decision to ask from her employer a leave of absence of about 8-10 months. We asked her oncologist to write us a letter to explain her condition now, and was duly given one the very day we asked.. what impressive turnaround indeed from Dr Ang and her office.
Her request was formally put to the company the next day. What came back literally blew my top!
Sorry, your request for LOA was denied.. so said the HR dept. How can this be? Here's an employee seeking what to me was a most innocuous request: time-off to fight a disease, so that she can be back to perform her duties again. And a terminal disease called ovarian cancer, no less. Surely, the time to look after the welfare of your employees must be now.. now, more so than any time in an employee's tenure with a company, wouldnt it?
We felt utterly deflated. But we decided to take the matter further with the VP of the company, essentially appealing to his sense of caring and compassion. Afterall, she isnt asking to be paid... just time off to fight for her life! What could be more immediate or noble a cause than that?
2 days into her appeal, Nellie came to me with an email in hand and with a smile as wide as the horizon, "The company has decided to grant me the LOA, dear!"
Who's to say what that had meant to her? Who's to say what would have happened to her spirits if her appeal was not granted, and the impact that would have had on her will to fight? I have no doubt in my mind that knowing that her job was there waiting for her when she goes back to "normal" was one of the key contributors to her successful conquest of this most dreadful disease.
As I write this, Nellie is looking through her wardrobe again.. checking out her working garments and deciding which dress she will be wearing this Friday.. when she steps into her office again.. exactly 7 months and 12 days later. I know she can't wait to be back with her colleagues..
Thank you, Nellie's employer!
In making her feel special, you are now a special breed of employers who have shown what this sometimes cold dark world can be when we all show a little bit more compassion and caring. Well done indeed!
>>gleefully ntangle
But man, things sure were not usual stuff anymore, as we had learnt, about a week into her surgery.
When she asked, ".. but what about my job, dear?", I took the view that being able for her to return to her current job would be most soothing for her, given the circumstances. When things do get back to "normal", she would more than likely want to get back to work, I reasoned. Of course, there's the other view that giving her 100% focus on winning her war with cancer ought to be priority #1, as opposed to getting sidetracked by what could be or might be, 6-9 months down the road. We decided that it would make better sense to hold on to the job than to resign, and took the decision to ask from her employer a leave of absence of about 8-10 months. We asked her oncologist to write us a letter to explain her condition now, and was duly given one the very day we asked.. what impressive turnaround indeed from Dr Ang and her office.
Her request was formally put to the company the next day. What came back literally blew my top!
Sorry, your request for LOA was denied.. so said the HR dept. How can this be? Here's an employee seeking what to me was a most innocuous request: time-off to fight a disease, so that she can be back to perform her duties again. And a terminal disease called ovarian cancer, no less. Surely, the time to look after the welfare of your employees must be now.. now, more so than any time in an employee's tenure with a company, wouldnt it?
We felt utterly deflated. But we decided to take the matter further with the VP of the company, essentially appealing to his sense of caring and compassion. Afterall, she isnt asking to be paid... just time off to fight for her life! What could be more immediate or noble a cause than that?
2 days into her appeal, Nellie came to me with an email in hand and with a smile as wide as the horizon, "The company has decided to grant me the LOA, dear!"
Who's to say what that had meant to her? Who's to say what would have happened to her spirits if her appeal was not granted, and the impact that would have had on her will to fight? I have no doubt in my mind that knowing that her job was there waiting for her when she goes back to "normal" was one of the key contributors to her successful conquest of this most dreadful disease.
As I write this, Nellie is looking through her wardrobe again.. checking out her working garments and deciding which dress she will be wearing this Friday.. when she steps into her office again.. exactly 7 months and 12 days later. I know she can't wait to be back with her colleagues..
Thank you, Nellie's employer!
In making her feel special, you are now a special breed of employers who have shown what this sometimes cold dark world can be when we all show a little bit more compassion and caring. Well done indeed!
>>gleefully ntangle
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