Canadian HR Reporter

I n May 2018, my life changed overnight. I found out through a regular mammogram check- up that further tests were required. When my doctor later read the ultrasound report, she said she didn't like the results compared to my previous exams. The words "possible cancer" rang in my ears as I tried to com- prehend how this could have happened. When I informed my doctor of my family history — with a grandmother who died of ovarian cancer at 79 years old and an aunt recently diagnosed with stage 1 breast cancer — she quickly got me into Sunnybrook Hospital in Toronto for a biopsy. I brought my friend and oldest daughter with me to take notes when I heard the diagnosis, as I wasn't sure my hearing would be 100 per cent and I worried I may misinterpret the results. e doctor said there was no lymphovascular invasion but there was invasive lobular carci- noma and lobular carcinoma in situ. is meant the cancer was non-aggressive and the largest tumour measured 3.5 cm, with a second one at 18 mm. e third site was benign. e good news? It was detect- ed early, at stage 2, and the HER2 test was negative. is meant I was estrogen- and progesterone- positive. I requested a double mastectomy as there was 8 cm of calcifi cation which could turn into cancer in the future. I was in- formed I would need genetic test- ing fi rst before deciding on getting both breasts removed. Genetic testing took place on May 22. On June 8, it was con- firmed that 17 genes showed negative results. erefore, only the left breast would be removed. I opted out of having reconstruc- tion as it would take an additional six to eight months of recovery. Once I knew the surgery date, I was able to determine my return- to-work date. My boss and I have a good working relationship, but it was one of the most diffi cult con- versations to have. In interviewing 30 women with similar journeys, 85 per cent did not share their journey with their work or, in some cases, their im- mediate families. Reasons included: "No one will understand," "It's a private matter" and " ere's still a stigma associ- ated with the word 'cancer.'" The leaders and colleagues at AGS were supportive when I chose to be transparent. One of my colleagues started a Go- FundMe page, conducted a bake sale in our building, and raised awareness within our company that extended to clients, suppli- ers, friends and strangers. e power of social media got me on the bandwagon to start a private Facebook page called "Jackie Cabildo's Journey" where I shared my daily ups and downs to raise awareness and help me get through the diffi cult times, but also as a reminder to celebrate the good days. Returning to work HR was supportive and provided the steps required for short-term disability. Forms were completed by me, my doctor and my em- ployer as soon as the surgery date was confirmed. The insurance company was quick to follow up with confi rmation of receipt and provided next steps. Detailed in- formation about my benefi t pack- age was found on our intranet. With deep faith and a positive attitude, I was determined to get back to work sooner than later. e project plan was simple. e dates were defi ned with the last day of work and return-to-work date. But things don't always go according to plan. On Aug. 1, I learned that two of the three lymph nodes had a small trace of possible cancerous cells. So it was recommended I undergo four aggressive chemo treat- ments, three weeks apart, fol- lowed by one month off before 16 days of radiation. I decided the fi rst chemo would be Aug. 13, which was supposed to be my return-to-work date. I immediately informed my manager, HR, and the insurance company of the changes and they worked together to help me get through the upcoming challeng- es. Weekly touchpoints with my manager helped me feel connect- ed with work. Visitations, phone calls, emails, text messages and Facebook comments kept me go- ing and helped me remain positive and optimistic. When the dates of radiation, Nov. 19 to Dec. 11, were con- firmed, I informed everyone I would return to work in January. My oncologist told me it would get worse before it gets better, and he was right. I was not prepared for the side eff ects of radiation. I was fortunate the chemo treat- ments went smoothly despite the fact I was in a chair for six hours each time wearing a cold cap. e insurance provider and I kept in touch regularly as I wanted to come back sooner than later. I came back to work on March 18 on a gradual work schedule of 20 hours per week and I was deter- mined to work full time as of April. Luckily, my manager and the in- surance provider knew better and pushed me to continue to work part time until my body had ad- justed. It took another two weeks of 20 hours, followed by 30 hours, then 35 hours, before I came back full time on April 29, 2019. Advice for employers Having gone through this chal- lenging journey, I feel companies can help employees going through life-changing news by listening and being supportive, maintain- ing regular communication, and providing updates on what's hap- pening. It's also important to of- fer support and provide fl exibility when possible. How HR can help employees: • Be proactive and annually re- view the benefi ts package with employees, including changes that directly impact them. • Provide a checklist of items re- quired to expedite claims. • Ensure the website information is easily accessible or provide a booklet, as family members may need to go through it on the em- ployee's behalf. • Reiterate the company's benefi t package as it may have changed over time. • Provide additional resources in- cluding a phone number for the EAP (employee assistance plan) if it exists. • Ask the employee how much they want their manager or col- leagues to know, and how they want the news communicated to them. • Respect their privacy if they don't want anyone else to know. • Discuss the type of messaging HR or the immediate manager can provide to colleagues and those impacted. • If the company doesn't have short-term disability (STD), dis- cuss the employment insurance (EI) process and waiting period. • If the company is willing to top up pay, discuss how this will be applied. • If the company has a STD plan, discuss the process, forms re- quired, waiting period, percent- age of payment, and frequency of payment. • For employers with STD and long-term disability (LTD), en- sure employees are aware of the tax implications at the end of the year — these benefi ts may be classifi ed as additional income and may require employees to pay additional taxes. • Connect with the insurance provider and partner together to help employees go through a smooth transition. • If applicable, discuss the impact on incentive plans, bonuses, merit increases and other perks associated with the individual employee. Tips for insurance providers ere are also several ways insur- ance provides can ensure they support employees. For one, they should acknowledge by email when forms are received and fol- low up if required if forms are still missing information. Insurance providers should work to build rapport and regular communication, and provide next steps and timelines with realistic expectations. ey should also inquire if the person needs addi- tional resources. If inquiring about drug plans, be clear on exact coverage options for each drug type (for example, branded drugs versus generic). Insurance providers should be flexible and compassionate when post-treatment reactions occur, and treat individuals how they would like to be treated if the same diagnosis happened to them. ere are no two cases nor two treatments alike. In today's world, the word can- cer is no longer taboo. It's impor- tant for people to talk about it and seek help as needed — knowing this too shall pass. Jacqueline Cabildo works as an op- erational excellence (OPX) consultant for Allegis Global Solutions (AGS) in Mississauga, Ont. IN FOCUS WELLNESS and COPING CANCER RETURNING WORK By Jacqueline Cabildo Personal story of recovery highlights challenges facing employees, employers with to

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