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BO's: When barn help can't work . . .

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  • #21
    What an excellent topic. Too bad it isn't hypothetical

    Everyone who undergoes chemo treatments responds differently. My mom worked M-T-W and had treatment on Thursdays and was off on Friday. Her job was Monday-Friday, so she also had Saturday and Sunday off. Also, chemo generally is done in cycles, so most likely there would be a few weeks were they are not undergoing treatment at all, if in fact chemo is the doctor's choice of treatment. Now, my co-worker's husband is undergoing chemo again and he is basicaly unaffected by it. He doesn't get nauseous or feel weak. One of the managers in my department is also undergoing chemo and he is more affected by it, but works as much as he is able. So, no one really knows until the patient begins treatment and it can really be a day to day thing, as to whether they feel up to working or not.

    I agree 100% with the posters that said not to "get rid" of the employee. I think having that routine and human contact is invaluable for the person going through this battle. It helps keep them involved in life and having a purpose, rather than just sitting and "waiting to die". If your friend really values their employee, I would hope that they can figure out a way to keep them employed in some capacity. After going through my mom's battle with cancer, I was pleasantly surprised at how really great people can be (sorry, trying to pull myself back together ) and pull together to help out or offer encouragement. I would hope your friend's boarders would be understanding and want to do the right thing by the BM, and the BO.

    That being said, definitely have them contact a labor attorney, just to make sure they know their rights and obligations as an employer. Hopefully, they can come to an arrangement that is as much of a win-win situation as possible in this horrible turn of events.

    Best wishes for your friend's BM and hoping for an "easy" course of treatment and eradicating the cancer...

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    • #22
      I'm not a labor lawyer either, but from my own limited knowledge of labor law, small businesses with fewer than a certain number of employees (different for both state and federal laws) are exempt from many labor laws. For example, as a small employer I could legally discriminate against people based on race, gender or disability. Therefore, depending on the # of employees the barn has, legal concerns may not be an issue. The EEOC has great info on their website.

      What would I do if one of my workers was in this situation? I'd talk to them and ask them what limitations they thought they might have. Then I'd line up some temporary part-time flexible help to have on hand to cover any expected absences or work that the employee couldn't do. There are always people who want to make a little extra money doing barn work and although it is royal PITA b/c most of them don't work out, it is a minor inconvenience compared in the scheme of things.

      I'd do what I could to keep that person's job for them, and I would also feel comfortable letting that person cherry pick easier tasks for a time. Would my business be able to keep paying a FT salary to someone who wasn't working full time? Probably not. If I saw evidence that the person wasn't able to safely or effectively do their job, would I keep them working here? No. Would I do what I could to help them out on a personal level? Yes.

      It is a tough situation, and barn workers are often especially vulnerable b/c many do not have health insurance, savings, etc.

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