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2022 Integrated Absence Management Issue

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July-August 2022

More employers recognize the benefits of integrated absence management to provide a comprehensive approach to all leave types and ensure compliance in an increasingly complex environment. This issue of @Work magazine highlights the benefits of taking an integrated approach — from designing a program benchmarking strategy, to addressing social determinants of health that affect employee health and productivity, to adjusting optimal durations for return-to-work programs, and more.

The CEO's Desk

Integrated Absence Management in the 21st Century

“Complex” is a word frequently used by absence professionals while talking about integrated absence management, and frankly it’s an understatement. Consider the work required to effectively design, monitor, and administer programs that enable employees to care for themselves and/or family, facilitate effective return to work, manage accommodations, and protect employers throughout the process.

Mirror, Mirror on the Wall: How Benchmarking Helps Determine the Fairest of Them All

As employers continue to vie for talent, many acknowledge a need to provide best-in-class, competitive benefits packages. But how do you identify best in class or compare what you’re offering to similar companies? You need a keen understanding of what peer groups offer, the ability to make a persuasive case for change, and access to data that supports a need for change.

Addressing Social Determinants of Health Improves Absence Management and Return to Work

Differences in absenteeism may stem from social determinants of health, a concept that is broadly defined as the environment and conditions in which people live and work that affect the health of individuals and populations. These factors influence employees’ productivity as well as their ability and perhaps willingness to participate in return-to-work programs.

Spotlight Articles

Compliance Showcase

Navigating Legalized Marijuana in the Workplace

In the last decade, there has been a proliferation of state and local laws legalizing the medical and recreational use of marijuana. While marijuana currently remains illegal under federal law, most states have legalized its use in some manner, presenting a host of practical problems for companies. Employers must be familiar with the marijuana laws of the states and cities in which they operate to avoid potential legal claims.

RTW Showcase

The ROI of Shifting the Curve Toward Optimum Durations

It’s in an employer’s best interest to encourage and offer safe return to work when an employee is ready, and focusing on average cases instead of excessively long claims can be a savvy approach. In fact, employers that shorten the duration of claims by just a few days can see a return on investment of more than $500,000.

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.

DMEC Podcast

Bucketing Paid Leaves Gives Employees More Flexibility and Support

More employers are questioning how they create time away programs that are meaningful to employee populations of all ages and backgrounds. Hear how bucketing leaves can empower employees to take the time they need to maintain a work-life balance in this episode of Absence Management Perspectives: A DMEC Podcast.

Listen in

2022 Trends

It’s Time to Reconsider Your Policy for Marijuana Testing

So much in the world of absence management has changed, including an employer’s right to test employees for marijuana. Ten years ago, we could all rely on zero tolerance and drug testing policies when it came to what we tested for and when, particularly with regard to pre-employment testing. That is no longer the case as most states allow some type of marijuana use.

To Test or Not: Employers Question Value of Including Marijuana in Drug Panels

Employers are in a tough position when it comes to whether they can (or should) test employees for marijuana use. A key question is what they learn from the tests, which are limited, and whether they’re better served with investments in supervisor training to ensure safe work environments. Listen in to this dynamic conversation between Terri L. Rhodes, DMEC CEO, and Kathryn Russo, an attorney with Jackson Lewis P.C., who helps employers avoid legal potholes.

Listen in

ERGs Help Break Down Mental Health Stigma by Engaging and Supporting Employees

Pacific Gas and Electric Company has a rich history of supporting diversity, equity, and inclusion that dates back to the 1970s. One secret to success has been 14 employee resource groups (ERGs) and engineering networking groups with more than 10,000 co-worker members.

Effective DEI Program Strategies to Support Employees

The diversity, equity, and inclusion strategy is a critical extension of Sedgwick’s commitment to environmental, social, and governance initiatives. Creating and supporting employee resource groups or colleague resource groups — as they’re known at Sedgwick — is also a way to achieve the organization’s caring counts philosophy that everyone deserves to be welcomed, valued, respected, and heard

Customized Therapy Helps Employees with Long COVID Return to Work

Tailoring rehabilitation therapies to fit the unique needs of North Memorial Health employees who have had Long COVID helps in myriad ways, as outlined by an absence management professional, a doctor of physical therapy, and am employee who shares his story of rehabilitation and recovery.

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DMEC Podcast

A 30-Year Journey: DMEC Celebrates the Evolution of Integrated Absence Management

Hear one insider’s perspective on how “total absence management” has evolved and now reflects responsibility for anything that affects employee productivity. “This is a whole new frontier,” says Debby Kweller, a long-time DMEC member. Get a bird’s eye perspective on how the world of absence management has changed in the last 30 years, and the reason why this role is now in the spotlight for employers of all sizes.

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DMEC Podcast

A Lesson in Passion & Perseverance: DMEC Celebrates 30 Years

DMEC co-founders cite passion and gumption as the driving forces behind the creation of an Association that has thrived during the last 30 years and continues to grow. Hear about the secret to success for a group of passionate women, who recognized and acted on an industry need and have led the evolution of the absence management industry.

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Columns

Absence Matters

Streamline Claims to Reduce Confusion and Avoid Mistakes

Imagine a situation where your employee, who works remotely, injures her back while moving file boxes from her garage to her home office to the extent she can no longer work a full schedule. Would she be eligible for a leave under the FMLA, workers’ compensation, or short-term disability? The answer, as you may imagine, is that it depends.

Integrated Absence Management

The New Disability Management Environment: Lessons from COVID-19

With millions of employees working from home, supervisors and human resource professionals have had to adjust the way they operate. Added struggles with employee healthcare access as well as financial and medical concerns present a unique challenge for absence management professionals, especially when it comes to disability management.

Engaging Today’s Workforce

How Comprehensive Leave and Absence Management Tools Can Help Curb Burnout

Employers should watch for signs of burnout among employees, such as reduced engagement and missed meetings, and review their benefits programs to ensure they offer a variety of resources that fit the needs of their workforce.

Employer Solutions

A Better Leave Experience Can Be Part of Retention Strategy

Leave benefits are a key part of an employer’s benefit package, which can be leveraged to help with recruiting and retaining employees. Administering those benefits with empathy, efficiency, and an effective return-to-work support plan should be part of a company’s culture of caring. And in today’s dynamic leave law landscape, it can be very hard to do this alone.

Common Sense Compliance

Why STD Can Be a Breeding Ground for FMLA and ADA Issues

Employers may not realize that every short-term disability claim has the potential to become an FMLA or ADA lawsuit if it is not properly managed. Those that integrate leave, disability, and accommodation workflows can consolidate intake as well as correspondence.

Featured Case

When Do FMLA Intermittent Requests for Planned Treatment Unduly Disrupt Operations?

Intermittent leave under the FMLA continues to challenge employers. Regulations require employees who need leave for planned treatment to make reasonable efforts to schedule treatment in a manner that does not unduly disrupt operations, but employers still struggle with employees who fail to follow this process.

Leave Technology

Are You Compliant? Tips for Tracking and Implementing New Leave Policies

While it is challenging to monitor and comply with leave legislation or regulations, there are tools and tactics to help employers of all sizes stay on top of changes to ensure compliance.

The Disabled Workforce

The Secret to Curbing FMLA Abuse

While the FMLA was created “to balance the demands of the workplace with the needs of families,” many employers struggle to establish ways to battle misuse and abuse. What can HR professionals do to curtail unnecessary FMLA leave while supporting employees who take the leave they truly need? Discover who is taking leave and have conversations with those employees, including suspected abusers of leave.

@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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2022 Integrated Absence Management Issue

July-August 2022

The CEO's Desk

Feature Articles

Spotlight Articles

Compliance Showcase

RTW Showcase

Expanded Perspectives: @Work To Share

DMEC Podcast

DMEC Podcast

DMEC Podcast

DMEC Podcast

DMEC Podcast

Columns

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Editorial Staff

Editorial Policy

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