Integrated Absence Management Lite

By Gary Anderberg, PhD

SVP Claim Analytics
Gallagher Bassett

Are you intrigued by the concept of integrated absence management (IAM)¹, but your company isn’t ready to embrace the full concept quite yet? Here are some possible small steps you can take with minimal or no cost to test the waters and begin gathering some real-world results.

Previous columns in this space have discussed various ways to solve shared problems and build collaboration between human resources (HR)/absence management and workers’ compensation (WC). Here we will get more granular about interaction between these occupational and non-occupational units, either as a first step into IAM or simply as a service enhancement to reduce operational complexity and improve employee experience. We’ll look at three areas of interaction with WC: the Family and Medical Leave Act (FMLA), short-term disability (STD) and long-term disability (LTD), and reporting.

WC and the FMLA

How do you know that every WC claim involving time loss is appropriately and compliantly coordinated with the FMLA? Does your FMLA administration function get a notice of every new WC time loss claim, with its resolution and the return-to-work (RTW) date?

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