Mirror, Mirror on the Wall: How Benchmarking Helps Determine the Fairest of Them All
As employers continue to vie for talent, many acknowledge a need to provide best-in-class, competitive benefits packages. But how do you identify best in class or compare what you’re offering to similar companies? You need a keen understanding of what peer groups offer, the ability to make a persuasive
The CEO’s Desk: Integrated Absence Management in the 21st Century
“Complex” is a word frequently used by absence professionals while talking about integrated absence management, and frankly it’s an understatement. Consider the work required to effectively design, monitor, and administer programs that enable employees to care for themselves and/or family, facilitate effective return to work, manage accommodations, and protect
Adding “Paid” to the Statutory Family Leave Equation at Breakneck Speed
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
The Disabled Workforce: Supporting Mental Health
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
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
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.
[content_control Employer Solutions: Strategies for a Productive, Engaged Workforce
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.
[content_control allowed_roles="nonmember" Engaging Today’s Workforce: Addressing Today’s Mental Health Crisis
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
Integrated Absence Management: Successful Reentry to the Office Environment
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.
[content_control allowed_roles="nonmember" Absence Matters: Work-Life Balance
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
