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Jai Hooker

Jai Hooker

  • Joined: June 3, 2024
  • Articles: 207

Leave Technology: Improve Your ADA and Accommodations Processes

When an employee makes a request for accommodations under the Americans with Disabilities Act, the interactive process required by the Equal Employment Opportunity Commission can be difficult to manage. Technology can help with some of the more challenging parts of the process — from staying compliant to improving employee engagement and retention.

Compliance Showcase: Performance Management and Disability

Managing performance issues at work can be challenging, and many managers say it can be an emotional or painful process. It gets more difficult when an employee states the performance deficiencies are due to a disability. Frustration on the part of the supervisor often ensues. Sometimes when an employee makes this claim, a supervisor immediately sees the missing link with what has been occurring with the employee at work. But other times, the claim may sound like an excuse to shield the employee from being held accountable.

Employers Can Help Employees with Traumatic Brain Injuries Return to Work

More than 27 million cases of traumatic brain injury (TBI), a category that includes falls, motor vehicle crashes, and sports injuries, occur globally every year.1 Described as a silent epidemic, the injuries can be difficult to manage due to complex coding that affects claims and an outdated approach that may delay an employee’s return to work. While the data is daunting, there are things employers can do to prevent TBIs and support employees.

Are Job Transfers Reasonable Accommodations Under the ADA and PWFA?

Under the Americans with Disabilities Act (ADA) and the Pregnant Workers Fairness Act (PWFA), a transfer or reassignment to a new job can be a reasonable accommodation. Employers may forget about this accommodation option — or may not be interested in discussing it — which can create a significant risk of liability.

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.

The Avoidable Cost of Presenteeism

Man siting at his desk rubbing his eyes under his glasses
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.

Integrated Absence Management: Maternity Leave

pregnant woman sitting at a computer desk leaning bac talking on the phone whit her other hand resting on her belly
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.

Absence Matters: Reconsider Your Leave and Disability Policies

woman going through paperclipped papers
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.

Supporting Employees’ Return to Work

diverse fists joining together to make a circle with the sky in the back ground
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.

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