Category: @Work Magazine

Managing Behavioral Health Disability Claims

Generalized anxiety disorder (GAD), a mental health condition, affects 6.8 million adults annually and is a common cause of workplace disability and unemployment. Employers must ensure that they engage and communicate with employees who are experiencing GAD and depression. These actions can improve outcomes and return-to-work time frames.

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The Disabled Workforce: Discipline and Accommodations

What do you do when an employee who is undergoing discipline says, “My disability made me do it”? When employees link discipline to claimed disabilities at the beginning of a performance issue or at the eleventh hour, supervisors need to know what to do and who to include in

Leave Technology: Paid Leave and Employee Health

A well-communicated leave program is a critical way to help employees improve their health by alleviating stress, combating burnout, and improving work-life balance. These outcomes alone demonstrate why leave should be a cornerstone of any competitive benefits program.

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Featured Case: Accommodation Requests from Employees with Mental Health Disabilities

Identifying and managing employees who have mental illnesses, such as depression, anxiety, and post-traumatic stress disorder, continues to challenge employers and garner attention from the Equal Employment Opportunity Commission. Explore how employers can better handle accommodation requests from employees with mental impairments.

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Common Sense Compliance: Mental Health Treatment to Ensure Compliance

Workplace mental health has become a bigger focus for employers since the start of the pandemic. While employers are uniquely positioned to offer benefits that support employees’ mental health, they must adhere to employment laws. A growing number of leave and accommodation laws support access to mental health treatment

Employer Solutions: Reevaluate Your Mental Health Resources

Mental health is not just a public health issue but a workplace issue. In 2022, 71% of U.S. employers said the deteriorating mental health of their workforce negatively affected their bottom line. Employers are in a unique position to help millions of Americans. The mental health support employers offer

Engaging Today’s Workforce: Holistic Health

Quiet quitting, career cushioning, and other increasingly common buzzwords in the corporate world have a common theme: a perceived lack of care for employees and their experience at work. However, demonstrating employee care — a genuine interest in employees’ overall well-being at work and away from work — can

Integrated Absence Management: Mental Well-Being at Home and Work

With a 25% global increase in anxiety and depression and less access to quality mental healthcare, it’s not surprising that we’ve seen significantly more absenteeism and resignations. Disruptions at work and at home contribute to those increases. Traditional mental healthcare does not address these types of problems directly. A

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Recent Legislative Updates

Increased Workplace Protections for Veterans: Dole Act Amends USERRA

EEOC Is Permanently Enjoined From Enforcing Portions of PWFA Final Regulations and EEOC’s Title VII Guidance On Harassment in the Workplace Against Catholic Employer Organization

New Dates Announced for Maryland’s Delayed FAMLI Program

DOJ Withdraws 11 Pieces of Americans With Disabilities Act Title III Guidance: What Covered Businesses Need to Know

Category: @Work Magazine

Managing Behavioral Health Disability Claims

The Disabled Workforce: Discipline and Accommodations

Leave Technology: Paid Leave and Employee Health

Featured Case: Accommodation Requests from Employees with Mental Health Disabilities

Common Sense Compliance: Mental Health Treatment to Ensure Compliance

Employer Solutions: Reevaluate Your Mental Health Resources

Engaging Today’s Workforce: Holistic Health

Integrated Absence Management: Mental Well-Being at Home and Work

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Category: @Work Magazine

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