We don’t talk about fear enough in HR. Not the kind that comes from deadlines or performance reviews, but the fear employees carry quietly, wondering if disclosing an illness will cost them their job.
Alice worked at a well-known organization for many years. She is an introvert and loves her job. There are days she struggles, but she continues to push through the pain. Alice informed her supervisor about her chronic condition and she needed to schedule some time off for an infusion. The supervisor told her no, she can’t take that time off. The woman explained the medication is on a schedule and cannot be missed.
The supervisor stated that was not her problem and if she left, she would tell her coworkers about her medical condition. Alice has to contemplate whether or not if she should confront her bullish supervisor. She has medical bills, medication to think about. What happens if she escalates it? Can she find another job quickly? She so frustrated she wants to resign but she doesn’t think she will find a job because of her chronic condition.
The woman never escalated it to leadership team of the organization. The organization is unionized and the union never knew about this incident. Alice is afraid of retaliation from her supervisor.
Alice is just one of many employees battling the decision to inform their supervisor of their chronic condition. She allowed her supervisor to bully her because she needs the job and if she reported the behavior, she would be the one to be terminated. Alice has so many resources to choose from. She could report it to HR, her union rep, the supervisor’s manager, and EEOC. We as employers must do our due diligence to education employees like Alice.
