How One Company’s Employees Helped a Seriously Ill Colleague

In February, Cindy Wilson learned she was suffering from an aggressive form of lung cancer. On June 24, Wilson, a 36-year-old mother of two and a sales manager at Interplay Productions in Irvine, died.

In between, something extraordinary happened at Interplay, a leading developer of computer games whose products include the popular Battle Chess and Stonekeep. Employees at a company that specializes in play suddenly found themselves facing a painful real-life situation, and they rose to the occasion.

The company took over payment of Wilson’s share of her family’s medical insurance, and a trust fund was set up for her children. Co-workers cooked and shopped for the family and contracted with a maid service for weekly housecleaning, said Cindy Wilson’s husband, Brian, an electrician.

“Her whole company just backed her up,” Brian Wilson said. “It was unbelievable.”

Sometimes balancing work and life means dealing with the end of life and the illness that precedes it. More employers are faced with the disability and loss of workers through illness as the population ages and diseases such as cancer and AIDS march relentlessly on.

Few employers would openly turn their backs on a seriously ill worker--cynics would say because it would violate the federal Americans With Disabilities Act, the 1992 law that bars discrimination against the disabled.

But increasingly, employers are developing ways to help their ill employees work and die with dignity. In some workplaces, employees are donating vacation and sick time for their seriously ill co-workers to use. Some employers are providing additional benefits for the seriously ill, including AIDS-specific health services that employees can tap anonymously, streamlined access to 401(k) retirement programs and referrals to caregivers and support groups.

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Under the Health Insurance Portability and Accountability Act of 1996, workers with a terminal illness--defined as one that creates a life expectancy of less than 24 months--may take part of their life insurance as nontaxable income that can be used for any purpose.

Any employer should be able to provide basic flexibility, understanding, constant contact to avoid isolation, and guidance in putting paperwork in order.

Management consultants report that such benefits cost little to implement and are highly valued and appreciated, even by the vast majority of workers who never need to use them.

Such compassionate policies help not only the sick employee, but also boost the morale of co-workers.

Consultants also advise employers to establish a “life-threatening-illness” policy so that employees know the company is aware of its legal obligations and will treat all workers equitably.

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Hollywood studios, whose work forces have been hit hard by AIDS, have led this benefits examination. Fox Inc., for example, has been cited as an innovative company in this area.

At Interplay Productions, which has grown to more than 500 employees since its founding in 1983, the news of Cindy Wilson’s illness shocked the primarily twentysomething work force.

“It was devastating when we found out that she was ill, and it was even more devastating when we found out that she was terminal,” said Kim Motika, vice president of sales and Wilson’s boss.

“Cindy was an incredible individual. She was extremely caring. . . . She had established a number of bonds here,” Motika said.

Wilson’s co-workers chipped in for the housecleaning service and took turns shopping and cooking for the family.

They kept a schedule of visits so the Wilsons wouldn’t be overwhelmed.

They took the children on outings and sent gifts. Even Interplay’s customers sent gifts. Wilson’s colleagues started trust funds for the children, which Interplay doubled and customers added to generously, Motika said.

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Interplay took over Wilson’s medical insurance payments and waived a loan against her vacation time.

Colleagues provided the food for Wilson’s wake, and Interplay donated her company-loaned computer to the children to help with schoolwork.

And counseling was provided to any employee who sought it, Motika said. All along, she said, Interplay Chief Executive Brian Fargo and President Chris Kilpatrick were aware that they were setting a precedent for how to deal with a serious illness in the workplace.

“We just all came together,” Motika said. “Something like this makes you realize what’s important in life.”

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