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LeAnn Swanson

LeAnn Swanson

  • Joined: December 9, 2024
  • Articles: 418

RTW Showcase: Improve Return-to-Work Motivation

Long-term disability (LTD) can have negative consequences on the lives of disabled workers and their families. An inability to return to work can lead to reduced psychological well-being and economic and social deprivation. Employers can prevent long-term absences and promote positive outcomes for disabled workers by prioritizing their physical and mental health to improve motivation for their return to work.

Employer Showcase: SAW Approaches to Mental Health-Related Requests

The team at University of Iowa Hospitals & Clinics supports leave and accommodation requests for direct patient care staff and those who support business operations. Accommodation requests for medical conditions, including mental health conditions, are up 55%, and leave requests are up 11% from 2020 overall. Based on this data, they recognized the need for better support to manage these events in a healthy way.

RTW Showcase: DEIB and Ability Metrics

As companies strive to meet diversity, equity, inclusion, and belonging (DEIB) goals, they should include one large, often overlooked demographic: individuals with disabilities, especially as staffing shortages continue. In addition to showing where the rubber meets the road for an employer’s DEIB program, hiring people with disabilities offers financial and social returns on investment.

Q&A with Keynote Speaker Jamira Burley

An award-winning activist and social impact adviser, DMEC Compliance Conference keynote speaker Jamira Burley has worked in more than 30 countries and shares insights on how employers can encourage employees to be authentic, respect lived experience in the workplace, and engage with all generations.

Line of Sight: Absence and Disability Management Trends to Watch in 2023

In addition to an increasing number of leave-related laws, the dynamic of work and the role of employers are fundamentally different than they were even 10 years ago. As a result, a willingness and ability to draw outside the lines when it comes to managing absence and disability have never been more important. An industry that was once dominated by issues related to risk and leave now reaches into every aspect of employer success, as demonstrated in these top five trends.

DMEC News: January 2023

As 2023 kicks off, DMEC welcomes four new members to the Board of Directors, eight new Employer Advisory Council members, and three new National sponsors.

The Disabled Workforce: Technology to Evaluate Teleworking Accommodations

Telework/work from home may be a form of reasonable accommodation under the Americans with Disabilities Act, according to the Equal Employment Opportunity Commission, because changing the location where work is performed is one way to ensure employees can be productive. How then does an organization evaluate whether telework is reasonable for a disabled employee?

Leave Technology: Maturity Models

A common growing pain for companies is the need to evolve leave processes. Identifying next steps becomes easier with maturity model assessments, which help employers understand the status of the organization and identify reasonable next steps. The goal is to meet business objectives and take care of employees while the organization scales.

Featured Case: Managing Noncooperative Employees

Employers often struggle with employees who make vague references to a disability or impairment, fail to identify reasonable accommodations, and are not cooperative throughout the interactive process. Three tips can help employers manage these situations.

Common Sense Compliance: The Role of Technology

Technology has revolutionized aspects of leave and accommodation and helped employers stay compliant whether they outsource or handle the responsibilities in-house. Explore how employers can leverage technology to maintain compliance.

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Seth Turner, Chief Strategy Officer
Seth Turner

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