Times are tough, and quite a few Americans are struggling to find work. At the same time, unfortunately, there are employers who have seemingly taken advantage of the situation and treated their employees worse and worse, using the bad economy as an excuse for their bad behavior. That might be one reason why breast cancer survivor Connie Robinson, from Richard, Virginia, has spent the past three years not only fighting her disease but also fighting an uphill battle to stay employed.
Robinson says she was fired twice while in the midst of treatment. The first time, she was working as an employment specialist in 2009 when she learned she had breast cancer. She left work to undergo chemotherapy, and in the last week of her treatment, her employer dismissed her because she exhausted a federal leave act that allowed her to be away from work a certain number of days.
Later, she was working in a dream position at a nonprofit (in a temporary position, so she wasn't given as much protection as a full-time employee under the Family and Medical Leave Act and the American Disabilities Act). But in May 2010, she became ill once again and had to go back to chemo ... And, believe it or not, once she was feeling better in fall 2010, this second employer told her she had been replaced.
Robinson told her local CBS affiliate of the firings:
I worked even when I was sick. And it didn't matter. You don't matter. ... I was blaming myself. What if I hadn't taken the chemo?
Ugh! This is heartwrenching. And how many other women have been in her shoes, as well? Thankfully, we have the FMLA and ADA to protect the rights of employees who get sick or disabled, but to some extent, it doesn't seem like these federal acts are enough. Sure, they'll give employees a window of opportunity to fight a dismissal they feel was discriminatory ... but how many cancer patients like Robinson have the wherewithal or even financial means to another battle on? That said, we clearly need better protection and safeguards for women like Connie Robinson, who need their health benefits and income more than ever when they're ill.
What's more, the mere stress of unemployment takes an enormous toll on a cancer patient's well-being. In fact, Robinson's own oncologist, Dr. Susan Schaffer, says stress from an employer who is unsympathetic to an employee's medical condition can negatively affect their treatment. That's not exactly surprising, but it is still incredibly disheartening. It's the ultimate in finding yourself between a rock and a hard place: Make a living or fight for your life? No American should have to find themselves in that position.
Here's the tearjerking local news report on Connie ...
What do you make of Connie's story? Do you think we need better employment protection for the sick and disabled?
Image via WTVR.com
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Comments 10
Not only yes, but HELL YES!
I feel for her and others like her, but you really can't blame the employer. They need to have someone there doing the job, and if they gave her the time under the FMLA, it's not like they fired her outright. That said, I do think there needs to be more protections for people like her so that this doesn't keep happening.
I totally ahe been subject tothis kid of treatment while employed and sick the bottom line come first. Once whenI was sick and once when I was sick due to pregnancy complications. At least during my pregnancy I went to the owners of the company and they respected me and my condition enough to have a talk with their managementbut not many companies would do that. I was told the businnes will not suffer because I have heath issues. It's infuriating.
so sorry about the spelling errors my key board is messed up
This story is horrible. I was lucky though and never had to fight to keep my job. I feel a company can and should make exceptions whenever possible. Losing her job could have hurt her so bad, that she may not have been able to get better ... just the stress alone of having no insurance, no money coming in, etc. would be huge. She must have good family support .... I wish her the best!
I definitely feel for the woman, and I do think that protections could be better.
But that being said, I also am the administrator of a branch office for a company that provides services in 3 states. I can't have a bunch of staff off for medical leave - I can't hire temporary help (no one would leave a good fulltime job with benefits to come work fulltime for a few weeks). Our company income comes from billable hours, and if our staff isn't working, we are leaving hours open that we can't bill for. If we lose billable hours, then we can't maintain our office or our services. I have 2 staff members out right now - neither are eligible for FMLA (one is on maternity leave and one had a health emergency) and they are 2 of my best employees; I will and have bent over backwards to make things as good for them as possible - arranging hours, schedules, etc to accomodate work restrictions and appointments - because I personally value their contribution to our clients and our company.... They are irreplaceable. I would do this for any of our staff members, as long as it is legitmate (you truly have no idea how people will take advantage). I would hope that most employees are valued by their employers; however I totally understand needing to have someone there who is willing and able to do the work.
FWIW, we work with special needs children - they are our clients and when our staff can't work, it isn't just about profits, it is about other people's lives.
I love capitalism *smirking* It's either die at your desk (which has happened plenty of times) or die unemployed and nearly homeless.