Five Health and Productivity Best Practices to Untangle the Leave and Disability Web
By Matthew Bahl, JD
Director, Health & Productivity Analytics
Prudential Group Insurance
By Kristin Tugman, PhD
VP, Health & Productivity Analytics
Prudential Group Insurance
Every month, it seems the legal landscape surrounding leave and accommodations grows ever more complex. Since passage of the Americans with Disabilities Act Amendments Act (ADAAA), enforcement actions from the Equal Employment Opportunity Commission (EEOC) have increased.1 New federal regulations and new state and local leave laws add further complexity to compliance, pushing employers to focus on managing their leave and accommodation requirements.
In this tunnel, employers can erroneously overlook health and productivity (H&P) best practices that support their compliance efforts and improve productivity. Our column series will explore how employers can leverage health and productivity best practices to manage their compliance risk and increase workforce productivity.
Review your workplace policies.
The EEOC’s guidance relating to attendance and other leave policies is clear: inflexible policies are suspect.2 Review your policies to identify and correct inflexibility. One way to add flexibility — and help hardwire the interactive process — is to think proactively about incorporating return-to-work (RTW) programs into your policies.
Full content is available to DMEC members only. to view the complete resource.
If you are not a DMEC member, we encourage you to join. DMEC members have access to white papers, case studies, @Work magazine articles, free webinars, legislative updates, and much more. These resources will assist you in building an effective and compliant integrated absence management program, saving you time, resources, and money. Learn more.
If you are being asked to log in more than once, please refresh your browser.