Integrated Absence Management Begins with Data
By Geoffrey Simpson
Director of Sales & Marketing
More often than not, absence data related to leave, accommodation, and disability isn’t used effectively because it is siloed away in different areas of an organization. This inaccessibility of data prevents a holistic approach to absence management that can increase employee satisfaction and productivity, improve reporting, and save costs due to quicker return to work1, among other things.
Across all facets of business, we’re seeing greater levels of integration. Yet, in the absence management world, the integrated absence management (IAM) program is often elusive. The primary goal of the IAM program is to paint a broad picture of your employees with data. This enables effective decision-making based on compliant best-practices, and also helps streamline processes and communications for greater efficiency.
For example, some employees exhaust their Family and Medical Leave Act (FMLA) leave entitlement and are still unable to return to work. They may need “leave as a reasonable accommodation” under the Americans with Disabilities Act (ADA) or a more in-depth interactive accommodation process. Using data to review employee absence trends can identify employees at risk who should be referred to additional interventions like an employee assistance program (EAP). If you insource leave and outsource disability, you can look to your disability vendor to help approve FMLA leaves that run concurrently with a disability plan.
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