As each woman's individual experience with breast cancer is unique, so are each woman's workplace and office politics. That said, you don't want to worry about job security why you are dealing with the side effects of medication, treatment and recovery. Even if you work for Scrooge, there are accommodations employers are legally required to make.

Legal Eagle:

Know your legal rights. Congress enacted the American Disabilities Act (ADA) and Family and Medical Leave Act to protect worker's rights. Whether you work in an international corporation, large non-profit organization, local government agency or mom-and-pop small business, know your legal rights. If you have a union or certain employee benefits, learn those inside and out as well.

This is not an exhaustive list, but examples of requirements to workers who suffer from breast cancer are:

• Time off to evaluate treatments, attend doctors' appointments, and recuperate.
• Breaks or a private area to rest and take necessary medications.
• Flexibility with one's work schedule, including needing to work from home or part-time.
• Modifying the office temperature or the provision of certain equipment, such as a chair or cot to rest on.
• Permission to use work telephone, fax and Internet to contact doctors.
• Reassignment to a mutually agreed upon job or allowance for less important tasks to be handled by a colleague, without facing repercussions such as a dock in pay.

Breaking the News:

It's crucial to let your employer know what you need to do to get better so you can return to work. As when you are asking for a raise, vacation or promotion, you want to articulate how much you value your job and how much value you bring to the company.  That said, you are asking for something in good faith and, your employer is expected to respond accordingly.

Prepare:

 

Before you go in to schedule a time to speak with your boss, prepare what you will say. Talk to your doctor and loved ones and gather as much information as you can about what your potential concerns, symptoms and needs may be in the near future.  Be as Specific as Necessary (Not as Specific as Possible):

 

Under ADA, you are not expected to know exactly what work adjustments your medical care requires, as long as you can offer an approximate date range. Speak with your doctors and ask them what they think before you meet with your boss.

Get It in Writing:

 

An employer can ask for documentation, if necessary, however you do not need to go into the specifics. The Equal Employment Opportunity Act states that, "A request for an employee's entire medical record, for example, would be inappropriate, as it likely would include information about conditions other than the employee's cancer." Basically, your boss can only do so if there is concern based on tangible evidence that cancer (or even side effects from the treatment or medicine) affects your ability to do your work safely. The same holds true if your boss has reason to believe that you pose a risk to other employees.

The Equal Employment Opportunity Act states that a boss may ask a subordinate with cancer, breast or otherwise, for the following:

• The specific need for the accommodation(s) requested. Medical information if you partake in a voluntary wellness program through the company.
• A note from your doctor or other documentation to explain the need for sick leave.
• Updates on your condition IF you did not initially provide a set date of return, or took more time than you were granted without consent from your employer.

A Private Affair:

Your work place is required by law to keep your medical information private, whether you're an applicant, freelance or consultant, part-time or full-time employee. Unless it is an emergency and you require immediate treatment or a medical intervention, your employer is sworn to secrecy. If your employer needs to determine your compliance record with ADA, worker's compensation or to process an insurance claim, your employer may disclose the necessary amount of information.

Your employer should NOT reveal your condition to your colleagues without your permission. The ADA has determined that even if your physical appearance markedly changes, your employer cannot disclose that you have cancer. If you have a positive working relationship with your boss, you may want to discuss how you would prefer how you and your boss share your illness, if at all, with your colleagues. 

Don't Be a Stranger:

Stay in touch with your office when you are undergoing treatment or recovery. It is reasonable for your employer to expect you to do so and helps you stay in the loop. If during your treatment you feel unable to check in, a relative, friend, or medical professional can do so on your behalf.

Actions Speak Louder Than Words:

Your boss and co-workers may have the best intentions, but it is important that their actions are not a result of misconceptions about cancer. An employer may want to protect your safety, and safeguard the company, but any adjustments in your work life need to be based on your actual medical needs and work history.

Take Care of Yourself:

More than you boss, colleagues, and clients, you are most affected by your cancer and what the disease and its treatment will mean for your work. Author Marisa Acocella Marchetto recounts her experience and says, "I missed deadlines, and that freaked me out." To deal with her own anxiety about work and cancer, she practiced, what she calls, "'The Law of Distraction.' I love shoes, and I would always wear a fabulous pair on the days that I had treatments. So, I instead of focusing on I had the chemo needle in my hand, I would look at my awesome heels."

For more information, we recommend these resources:

American Cancer Society offers reference information about how to deal with workforce issues when you have cancer.

The U.S. Equal Employment Opportunity Commission answers all of your questions about cancer in the workplace and explains the the Americans with Disabilities Act (ADA).

The US Department of Labor gives a comprehensive overview of the Family and Medical Leave Act.