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You should speak with your HR and legal teams to understand what you should/can do when a team member has a diagnosed medical condition that’s being treated. Once you know that, you can work with them to understand how to proceed.
No, don’t speak to HR yet, don’t speak to legal. They’re absent. Now, what do you normally do with a representative or with an employee who’s absent – do you not know how to do what you’re supposed to do? There should probably be a procedures manual on what to do in this case when you have an employee that’s absent, start there.
I know not everyone’s “handle“ on this app is accurate. However, if you are an actual director, you should know what to do. Unless you just started the job last week or within the last month and you’ve never been in leadership before, you should know what to do.
Furthermore, about the employees situation that they shared with you. You also want to find out about if they qualify for FMLA. Start there.
I would definitely check in on the person, to make sure they are alive and ok. But, it’s tricky even doing that because as manager there are certain lines to avoid so that you aren’t liable legally and not violating company policy putting yourself at risk. If they need accommodations, then that’s usually something that has to be handled formally with HR. There is some flexibility you have as their manager but that has to be balanced with company policy and fair treatment for other employees you manage. In any case, I would personally be at least contacting HR so they are aware, to protect myself and the employee.
This is an easy phone call. Call them let them know You just wanted to check in on them and if there was anything that you could do for them. I always used to tell my people I’m not. I don’t need any data but if there’s anything that you need, let me know.
For your own information and an employee qualifies for FMLA if they’ve been employed a year or 1280 hours worth of work? I may be off on that particular number, but it would be easy to find in your manager handbook or your employee handbook.
No heavy questions let them know that you’re there if they need you. That you hope they get well soon, end the call.