9,385 Views. I have experienced, first hand, employer decisions in regards to further employment with stroke victim employees… more specifically managers. What a moral dilemma it was for both sides. Employer… What if your manager had one? How would you handle their continued employment?
I entered a national retail sales career path as a young enthusiastic “manager trainee”. I worked long hours, won all national contests, and even challenged the CEO as to why I wasn’t, 6 months later, an assistant manager yet! I hadn’t understood politics like “don’t go over the regional managers head to get promoted” but that’s another future article. What’s the old saying… watch what you wish for and I would add… watch your back.
The regional manager pulled me in and discussed the conversation I had had with the CEO. He then told me I would get my wish if I would transfer to another site. The site was Walla Walla Washington. So… I left my young family and went to Walla Walla. What he had not told me is that the manager of this retail store site was out on disability. He had suffered a debilitating stroke and while he looked/acted normal… he would have seizures.