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Cathexis Partners

Cathexis Partners

, CLMS, CCMP, CPDM, MBA, CEO, DMEC
  • Joined: November 30, -0001
  • Articles: 473

Adding “Paid” to the Statutory Family Leave Equation at Breakneck Speed

person starting to fill out Paid Family Leave form

In addition to monitoring and communicating statutory PFL and PFML leaves (as well as differences between programs for employers that operate in multiple states), absence professionals must also consider equity and fairness (perceived and real) across employee populations. The relatively new patchwork of laws creates unintentional disparities in the amount of pay, eligibility, definition of family members, and length of leave. Taking a holistic view is important.

The Disabled Workforce: Supporting Mental Health

Woman taking notes while smiling at a man
Employers across the country are experiencing increased accommodation requests along with performance and attendance issues related to stress and mental health. What can absence management professionals do? Start by understanding the basics of mental illness, mental health-related interactive processes, and reasonable accommodations.

Featured Case: When Employees Fail to Provide Timely FMLA Certifications

a stethoscope laying on a medical form
What if an FMLA certification is not returned on time or at all? This feature case illustrates that employers must explain and follow through on the consequences for not returning FMLA certifications, which may include denial or delay of FMLA-covered leave.

Common Sense Compliance: Mental Health Conversations

Woman taking notes looking at tablet
It can be challenging to manage conversations with employees about mental health medical conditions in a compliant way given the varied legal requirements. But if employers promote mental wellness benefits and foster a supportive workplace environment, they can help employees in need and maintain compliance with legal requirements.

Employer Solutions: Strategies for a Productive, Engaged Workforce

two men talking while seated
To be inclusive of what isn’t readily seen, such as mental health conditions, requires a companywide commitment to education and empathy to remove stigma as a barrier to employees asking for help. People can be treated and accommodated successfully for many mental health conditions while productively employed.

Engaging Today’s Workforce: Addressing Today’s Mental Health Crisis

head down person with open computer laying over head holding a small HELP sign in on hand
Economic stability is one of five social determinants of health, which influence well-being, quality of life, and health. Organizations have identified the link between financial insecurity and mental health issues, which can stem from the social stigma of experiencing financial hardship. Disability insurance and other paid leave options can be a lifeline for employees struggling with financial and mental health

Integrated Absence Management: Successful Reentry to the Office Environment

a man sitting on the edge of a desk talking to a woman standing holing a cup
More employees are returning to the office and to regular activities, including business travel, that were suspended during the height of the pandemic. Workplace norms, however, have been challenged. To ensure that employees’ transition back to the office is successful, employers must address employee needs and concerns.

Absence Matters: Work-Life Balance

work, life, balance, ? paper origame finger game sitting on top of a laptop keyboard
One of the best ways to keep employees engaged and successful at work is to encourage them to enjoy their lives outside of work. A work-life balance is the special ingredient that helps employees be at their best while at work. And for employers, managing employee well-being is crucial to retaining talent and promoting healthy, sustainable lifestyles.

Program Showcase: Is All Well in the “State of Work”?

woman sitting looking at an open laptop holing a little girl looking at a device
In many ways, COVID-19 was the hammer that shattered the illusion that all was well in the state of work. During the last two years, many employees (particularly women) have experienced different ways of working that, for some, worked better. And they’d like to keep it that way. On the other hand, the intense intermingling of women’s personal and professional lives — and the challenges associated with it — became more obvious to working women, their families, and their employers.

Program Showcase: Employee Mental Health Support

person sitting in front of a computer with her head down on her arms
Life has changed significantly during the last two years. Many have lost or changed jobs, and we have all experienced lockdown, social distancing, and masking. As employees are returning to the workplace, attending in-person conferences, traveling, and hosting face-to-face meetings, employers must consider an aspect of this transition that can’t be seen: employees’ mental health.

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