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Category: @Work Magazine

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

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.

Full content available to DMEC members

Engaging Today’s Workforce: 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.
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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.

Full content available to DMEC members only.

Industry Q&A: 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.

Employer Perspective: Supporting Employee Mental and Emotional Well-being

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

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.

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Seth Turner, Chief Strategy Officer
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