Many years ago, we had a fixed-term contract employee who was diagnosed with cancer.
She decided to fight for her life and undergo chemotherapy.
We did not have a prolonged illness policy, so when the case landed on our table, there were many discussions about what we should do next.
The employee understood that the company had the right to reject her request for no-pay leave.
But she was also very honest with us.
She told us she needed the company medical insurance to help cover some of her treatment costs. Resigning would mean losing that support.
There was another complication. She was employed on a fixed-term contract for a client project.
After several rounds of discussions, we made a decision.
We renewed her contract, and with the renewal, her insurance coverage continued.
She then applied for one year of no-pay leave, which we approved. Our client also agreed to help subsidise the insurance cost.
Eventually, despite everyone’s efforts and prayers, her condition did not improve.
She tendered her resignation before the year was up.
Knowing how the story ended, would we still renewed her contract?
Yes.
Because for us, it’s not so much about the outcome but doing the right thing.
We want to treat people with dignity when they needed it most.
