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2023 Integrated Absence Management Issue

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July-August 2023

It is becoming harder to decipher where absence management ends and disability management begins, which is one (of many) reasons employers should consider an integrated approach. This issue of @Work magazine showcases practical examples of how integrated absence management streamlines operations, saves employers money, enhances the employee experience, and helps support employees in their recovery and return to work.

The CEO's Desk

RTW Programs: The Cornerstone of Integrated Absence Management Programs

Return-to-work programs benefit organizations in myriad ways including enhanced employee experience that extends beyond those who need accommodations or request leaves of absence. They enable you to take a holistic approach to a foundational aspect of what we do — keeping employees at work or returning employees to productive and gainful employment.

The Avoidable Cost of Presenteeism

While most absence and disability managers are familiar with the costs of absenteeism — an estimated $150 billion annually — some might not realize that employee presenteeism can cost 10 times more. Employers can have a positive influence on presenteeism by implementing strategic outreach, targeted communication, and by considering whether their culture encourages a sense of psychological safety.

How Can Employers Prepare for Psychedelics?

While it could be years before psychedelic treatment for mental health conditions is included in employer-sponsored plans or insurance offerings, the groundwork is being laid for that to happen. Many people believe psychedelic medicines are following the path of cannabis, which is illegal under federal law though states have legalized recreational and medicinal use. This is an issue employers will want to watch.

Spotlight Articles

Program Showcase

Improper Medical Documentation

When faced with litigation, employers can support decisions about leaves of absence through detailed and complete case management documentation that is based on a thorough analysis of comprehensive data. However, many integrated absence management teams that are responsible for keeping official notes on employee medical files lack formal training in proper documentation protocols.

Employer Showcase

Supporting Employees’ Return to Work

Building comprehensive RTW programs that ensure a coordinated, collaborative approach that integrates mental and physical elements of recovery helps employees return to work after a leave of absence for any reason and especially in catastrophic cases. The team at North Memorial Health has a keen appreciation this type of collaborative approach.

Expanded Perspectives:
@Work To Share

DMEC provides the following @Work magazine articles and podcast episodes to offer additional perspectives on and increase awareness of integrated absence management trends and challenges. The resources — available to members and nonmembers — can be shared with your colleagues and through social media channels.

Using a DEIBA Lens to Assess Policies and See How Efforts Measure Up

Assembling a workforce that reflects different ages, ethnicities, abilities, genders, and cultural backgrounds adds value to conversations; challenges the way people think; and enhances employee morale, recruitment, and retention. It also increases profitability. Yet doing this is not easy.

Employers Advised to Keep ‘Eyes Wide Open’ as PFML Laws Evolve

How will an increasing number of paid family and medical leave (PFML), which vary by state, influence the future of employee benefits? Listen in to this episode with Terri L. Rhodes, DMEC CEO, and Breanna Scott, senior product manager, paid statutory leave for New York Life Insurance Company, for details, practical tips, and insights on industry trends.

Listen in

DMEC Podcast

Risk Management for the Future of Work

Identifying and embracing differences among four generations in the workplace is essential for employer success, explains Raven Solomon, CEO of Raven Solomon Enterprises, and keynote speaker for the 2023 DMEC Annual Conference. Hear Raven discuss the business strategy to pursuing a diverse, equitable, and inclusive environment that encourages a sense of belonging and ensures accessibility.

Listen in

Understanding the Disconnect Between Generations: A Two-Way Street

DMEC welcomes Raven Solomon as the keynote speaker for the 2023 DMEC Annual Conference, Aug. 14-17, in San Diego. Solomon is the CEO of Raven Solomon Enterprises, a diversity, equity, and inclusion consulting firm. We asked her to set the stage for her presentation titled “Where and Why Generations and Racial Equity Intersect to Move Us Forward”.

Creating More Effective Return-to-Work Pathways

Employers can play a valuable role in helping employees return to activity after an accident or illness that requires a leave of absence. Get insights and recommendations from public health experts and a rehabilitation and occupational medicine expert in this episode.

Listen in

Columns

Absence Matters

Reconsider Your Junk Drawer of Leave and Disability Policies

The leave and disability environment continues to change. The number of state statutes, new state disability programs, and accommodation changes should prompt employers to reorganize their company guidelines. To stay current, you must establish order, maintain organization, and update and replace outdated or “spoiled” policies.

Integrated Absence Management

Maternity Leave: Where Benefit Coordination and Coverage Really Matter

Maternity leave is the most common reason for short-term disability absence. In addition to time off for recovery, some new mothers face unexpected challenges. That’s when coordinated benefits with broader coverage can be especially important for maternal and child health, financial well-being, and enabling return to work.

Engaging Today’s Workforce

Considerations for Navigating the Leave Landscape

As the paid family and medical leave (PFML) landscape changes, employers should look at the needs of their workforce by location and demographics and reassess their leave programs and benefits, which can be a meaningful retention tool.

Employer Solutions

Making the Connection: How Risk Management and Employee Benefits Fit Together

While risk managers are keenly focused on workplace safety and workers’ compensation, it’s important for them to have a working knowledge of all benefits to ensure employees can access available benefits. Human resources professionals and risk managers should work together to support employees with job-related injuries and nonwork-related conditions.

Common Sense Compliance

Adopting a Comprehensive Approach to Leave, Accommodation, and Disability

It is difficult to navigate the patchwork of federal, state, and local leave and accommodation laws in addition to employer-sponsored leaves, and it is in the best interests of all parties to simplify the ability to identify and use entitlements and benefits. Taking an integrated approach helps accomplish this.

Featured Case

Stop Using “100% Healed” and Maximum Leave Policies

Most courts agree that inflexible policies discriminate against people with disabilities, yet employers still have and enforce them. And some employers are not aware that these policies may violate the Americans with Disabilities Act.

Leave Technology

One Source of Truth for Leave Management

If companies use outbound feeds and allow data to flow into leave management technology, employers can simplify the leave process, improve compliance, and enhance the employee experience by creating one source of truth.

The Disabled Workforce

What Is “Reasonable” When Evaluating Accommodations?

Title I of the Americans with Disabilities Act requires employers to engage in a timely, good faith interactive process and provide reasonable accommodation. What, then, makes an accommodation objectively reasonable?

@Work

Editorial Staff

Editor: Heather Grimshaw
Editorial Advisory Group Members: Linda Croushore, Rebecca Fisco, Jenny Haykin, Terri Morris, Fred Schott, Jessica Thornton, and Lori Vickory

Editorial Policy

The goal of @Work is to present industry and Association news, highlight member achievements, and promote the exchange of specialized professional information. The statements and opinions expressed herein are those of the individual authors and do not necessarily represent the views of the Association, its staff, board of directors, or its editors. Likewise, the appearance of advertisers does not constitute an endorsement of products or services featured in this, past, or subsequent issues of this publication. DMEC makes no representations, warranties, or assurances as to accuracy of the information contained in the articles, and no content herein is legal or tax advice. Consult appropriate professionals for legal or tax advice.

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2023 Integrated Absence Management Issue

July-August 2023

The CEO's Desk

Feature Articles

Spotlight Articles

Program Showcase

Employer Showcase

Expanded Perspectives: @Work To Share

DMEC Podcast

DMEC Podcast

DMEC Podcast

Columns

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Editorial Staff

Editorial Policy

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