DMEC News: November 2022
Check out the new resources DMEC has available for state leave law compliance in the Northeast, domestic violence leave laws, hiring process accommodations, and vendor review and selection.
Cathexis Partners
, CLMS, CCMP, CPDM, MBA, CEO, DMEC
The Disabled Workforce: Redefining Your Culture
It’s helpful to differentiate the types of leave that employees can (and should take), to emphasize when it is appropriate and encouraged to take the time employees need to recharge and take care of themselves, and to let all employees know that the organization is tracking leave to ensure that all employees are supported.
Leave Technology: Automation
Your organization might be manually tracking and managing requests for leave that fall under the FMLA and the ADA, or you could have complex processes that span multiple platforms and solutions. Consolidating and streamlining these processes can save time, improve compliance, and create a better experience for absence management professionals and employees.
Featured Case: Managing Employees’ FMLA Obligations
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.
Common Sense Compliance: Supporting Employee Health and Wellness
Reviewing efforts to support health and wellness should be part of an employer’s leave management process. Promoting services; leveraging benefits; and refreshing education, training, and absence management policies help support employee needs and encourage them to stay healthy and well. It can also help employers avoid issues with compliance.
Employer Solutions: Preventable Absences
Being proactive with your employees’ health and safety is essential to keep your workforce productive. Conditioning programs, ergonomics training, lessons in lifting, physical ability tests, and employee assistance programs can be effective prevention strategies to consider.
Supporting Caregiving Employees
Employers should consider customizing benefits and other resources that meet the evolving needs of caregiving employees. As more employees expect their employers to provide resources to balance their personal and professional lives, it will be increasingly important to offer generous packages that promote holistic health and financial wellness.
Integrated Absence Management: Benefits to Retain Employees
American employees have different priorities and expectations following the COVID-19 pandemic, which radically changed what they want and expect from workplaces. Understanding the new realities — especially when it comes to younger, more mobile generations — is key to successful recruitment and retention.
Absence Matters: Win the Wellness Game
In the quest for employee wellness, prevention has become critical. Proactive and preventive healthcare can reduce illness and claims, as well as help employees stay at work, which is a win for everybody.
A Different Mindset to Ensure Inclusive Environments
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.
