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Cathexis Partners

Cathexis Partners

, CLMS, CCMP, CPDM, MBA, CEO, DMEC
  • Joined: November 30, -0001
  • Articles: 462

Industry Q&A: A Different Mindset to Ensure Inclusive Environments

Man and woman sitting a table smiling at each other. one taking notes and the other displaying a table.
As employers redefine acceptable approaches to work, they can differentiate themselves in a competitive hiring market and ensure policies and practices align with mission, vision, and value statements. Debra Dupree, an absence management consultant and mediation specialist, offers guidance for employers grappling with unprecedented operational and human resource-related changes.

Employer Perspective: Supporting Employee Mental and Emotional Well-being

grey haired woman smiling at the camera holding a folder
Creating a culture of well-being starts with establishing employee health as an organizational priority. Temple University Health System, Inc. has a commitment to meeting employees where they are with their well-being journeys (from mental to physical and financial health) and includes them in efforts to create effective well-being programs.

Program Showcase: Well-Being Strategy

two women at a table. one woman with her back to the camera and the other smiling at her taking notes
There has been unprecedented demand for mental health support during the last several years, especially for healthcare employers with clinicians working long hours on the front lines. It is not enough for organizations to amass well-being benefits, such as employee assistance programs, telehealth, virtual behavioral health, and text coaching. They must also communicate intentionally with employees.

Navigating the Complex Web of Pregnancy and Parental Leave Laws and Programs

Pregnant doctor looking directly at camera with hand on baby bump
Employers and employees face a daunting task when it comes to planning for leave related to pregnancy, childbirth, and bonding with a new child. Many disability laws and policies may apply that provide paid leave, unpaid leave, and/or paid benefits for disability during pregnancy, disability to recover from childbirth, and/or bonding that vary by state and, in some cases, by city and county.

Powerful Returns Prompt Employers to Rethink Benefit Offerings

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Before the pandemic, many Americans were ill-prepared for unexpected emergencies, which has been exacerbated by the recent rise in inflation. As a result, more employees are forced to tap into their savings and 401(k) plans to make ends meet. A few ways that employers can help employees get back on track financially is by offering payroll-deducted savings programs, developing emergency funds with an employer match, and offering emergency savings options.

The CEO’s Desk: Doing Good = Doing Well

two woman sitting at a counter talking
Investments in employee healthcare and wellness can have major budget implications and influence the work of integrated absence management professionals in myriad ways — from return-to-work time frames to short- and long-term disability costs, the duration of family and medical leaves, and more.

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Seth Turner, Chief Strategy Officer
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