Section 2.8
Date:    December 1988

LIFE-THREATENING ILLNESSES

I.        PURPOSE:

           To establish guidelines addressing the continued employment rights and responsibilities of employees
           with life-threatening illnesses and their co-workers.

II.       APPLICABLE TO:

           All University employees.

III.    RESPONSIBILITY:

           1.    It is the responsibility of the employee to provide physician certification as required when discharging
                and returning from sick leave.

           2.    It is the responsibility of the supervisor/manager to handle the employees health condition confidentiality
                 and take reasonable precautions to ensure a safe and healthy work environment for their employees.

           3.    It is the responsibility of the Assistant Vice President for Human Resources Administration to administer
                 the overall policy procedures.

IV.     POLICY

            The University recognizes that employees with life-threatening illnesses, including but not limited to cancer,
            heart disease, and AIDS, may wish to continue to engage in as many as their normal pursuits as their condition
            allows, including work.  As long as these employees are able to meet acceptable performance standards, and
            medical evidence indicates that their conditions are not a threat to themselves or others, managers should be
            sensitive to their conditions and be sure that they are treated consistently with other employees.  At the same
            time, the University has an obligation to provide a safe work environment for all employees and students.
            Every precaution should be taken to ensure that all employee's condition does not present a health and/or
            safety threat to other employees or students.

            Consistent with this concern for employees with life-threatening illnesses, the University offers the
           following range of resources available through the Office of Human Resource Administration:

            1.    Education of management and staff on terminal illness and specific life-threatening illnesses.

            2.    Referral to agencies and organizations which offer supportive services for life-threatening illnesses.

            3.    Focused consultation to assist employees in effectively managing health insurance, leave, and other
                  benefits.

V.        PROCEDURES:

            1.    When dealing with situations involving employees with life-threatening illnesses, managers should:

                    a.    Remember that an employee's health condition is personal and confidential.  Reasonable precautions
                          should be taken to protect information regarding an employee's health condition.  They should be
                          sensitive to the fact that continued employment for an employee with a life-threatening illness may
                          sometimes be therapeutically important in the remission or recovery process or may help to
                          prolong that employee's life.

                    b.    Contact the Assistant Vice President for Human Resource Administration if they or any other
                           employees need information about terminal illness and specific life-threatening illness.  Consultation
                           and guidance will be given to assist in managing situations involving employees with life-threatening
                           illnesses. Any concerns about the possible contagious nature of an employee's illness should be
                           addressed to the Assistant Vice President for Human Resource Administration.

                    c.    Make reasonable accommodation for employees with life-threatening illnesses consistent with the
                          needs of the division/unit and Collective Bargaining Contracts.  Also, consistent with Collective
                          Bargaining Contracts, managers should make a reasonable attempt to transfer  employees with
                          life-threatening illnesses who request a transfer and are experiencing an undue emotional stress.

                    d.    Be sensitive and responsive to co-worker's concerns and emphasize employee education 
                          available through the Office of Human Resource Administration and the Rhode Island Employee
                          Assistance Program. However, no special consideration need be given beyond normal transfer 
                          requests for employees who feel threatened by a co-worker's life-threatening illnesses.

                    e.    Consult with the Assistant Vice President of Human Resource Administration to determine if a
                          statement should be obtained from the employee's attending physician that continued presence
                          at work will pose no threat to the employee, co-workers or students.  The University reserves 
                          the right to require an examination by a medical doctor appointed by the University.

            2.        Employees are required to submit a Physician's Certification for sick leave (USP-14) to the Office
                      of Human Resource Administration.

            3.        Employees should be encouraged to seek assistance from established community support groups for
                       medical treatment and counseling services.  Information for these can be requested through the
                       Office of Human Resource Administration or directly from the Rhode Island Employee Assistance
                       Program.

FORMS:    USP-15:    Physician's Certification - Employee's Sick Leave
                  USP-16:    Physician's Certification - Return from Sick Leave