The Disabled Workforce: Reasonable Accommodation Evaluation Tips
Can an employer accommodate a custodian who has a no heavy lifting restriction if the essential job functions include taking out trash, vacuuming, mopping, and moving furniture? To get to a yes in this situation, employers need more information. What one person considers heavy lifting might not be heavy
Leave Technology: Improve Your ADA and Accommodations Processes
When an employee makes a request for accommodations under the Americans with Disabilities Act, the interactive process required by the Equal Employment Opportunity Commission can be difficult to manage. Technology can help with some of the more challenging parts of the process — from staying compliant to improving employee
Compliance Showcase: Performance Management and Disability
Managing performance issues at work can be challenging, and many managers say it can be an emotional or painful process. It gets more difficult when an employee states the performance deficiencies are due to a disability. Frustration on the part of the supervisor often ensues. Sometimes when an employee
Employers Can Help Employees with Traumatic Brain Injuries Return to Work
More than 27 million cases of traumatic brain injury (TBI), a category that includes falls, motor vehicle crashes, and sports injuries, occur globally every year.1 Described as a silent epidemic, the injuries can be difficult to manage due to complex coding that affects claims and an outdated approach that
Are Job Transfers Reasonable Accommodations Under the ADA and PWFA?
Under the Americans with Disabilities Act (ADA) and the Pregnant Workers Fairness Act (PWFA), a transfer or reassignment to a new job can be a reasonable accommodation. Employers may forget about this accommodation option — or may not be interested in discussing it — which can create a significant
Understanding the Disconnect Between Generations: A Two-Way Street
DMEC welcomes Raven Solomon as the keynote speaker for the 2023 DMEC Annual Conference, Aug. 14-17, in San Diego. Solomon is the CEO of Raven Solomon Enterprises, a diversity, equity, and inclusion consulting firm. We asked her to set the stage for her presentation titled “Where and Why Generations and
2023 Integrated Absence Management Issue
It is becoming harder to decipher where absence management ends and disability management begins, which is one (of many) reasons employers should consider an integrated approach. This issue of @Work magazine showcases practical examples of how integrated absence management streamlines operations, saves employers money, enhances the employee experience, and helps
How Can Employers Prepare for Psychedelics?
While it could be years before psychedelic treatment for mental health conditions is included in employer-sponsored plans or insurance offerings, the groundwork is being laid for that to happen. Many people believe psychedelic medicines are following the path of cannabis, which is illegal under federal law though states have
The Avoidable Cost of Presenteeism
While most absence and disability managers are familiar with the costs of absenteeism — an estimated $150 billion annually — some might not realize that employee presenteeism can cost 10 times more. Employers can have a positive influence on presenteeism by implementing strategic outreach, targeted communication, and by considering
Integrated Absence Management: Maternity Leave
Maternity leave is the most common reason for short-term disability absence. In addition to time off for recovery, some new mothers face unexpected challenges. That’s when coordinated benefits with broader coverage can be especially important for maternal and child health, financial well-being, and enabling return to work.
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