Don’t stop there.

My grandfather was at one point a regional manager for a coffee distributor. He got cancer. The company was self insured in such a way that they had to foot his medical bills. They did.

Post recovery, my grandfather describes his remaining time with the company as miserable. For example, they reassigned him to a notoriously bad region while not providing any relocation assistance. Expectation likely being that he would underperform as a remote manager for their worst region. He didn’t.

Following about six months of a toxic work experience, they took him out to dinner to let him know in public that his role was being discontinued. He wasn’t being fired, but he’d be required to accept a demotion into a sales position if he wanted to stay. He did not stay.

Decades later, one of the C-suite members retire. My gramps was close with this guy, who could not speak “off the record.” The guy said that C-suite had it out for gramps, viciously so. They wanted him to quit, because they knew that cancer often comes back. They did not want to pay another set of medical bills, so they made gramps life miserable to try avoiding the potential expense.

So, how do you protect people like my gramps in this situation?

Your solution is still better than nothing, but it should go further.