Absence Matters: A Key to Better Service
Technology and innovation are critical to building and maintaining an efficient and compliant claims practice. The automation of simple eligibility determinations, communications, and integrated processes can be a game changer for the health and longevity of a successful program.
Program Showcase: Finding “Magic” in the Claims Mix
Most disability cases — occupational and nonoccupational — resolve normally without intervention. But 10% to 15% of cases need additional attention to avoid becoming long-term claims. Organizations have developed tools — from simple paper-and-pencil lists to artificial intelligence (AI) applications — to identify potential outliers early in the process.
Program Showcase: Weighing In on Electronic Performance Monitoring
Electronic performance monitoring, which helps employers observe, record, and analyze job performance, is increasingly popular, and can help managers assess staff needs as well as improve productivity. However, employers should consider potential personnel costs and adjust monitoring approaches to avoid or mitigate these issues.
Balancing the Yin and Yang of Integrated Disability and Absence Management
Achieving equilibrium between tried-and-true best practices and emerging industry trends in integrated disability and absence management can be challenging. Layers of complexity create friction so it is useful to understand how to adopt an emerging trend while maintaining established processes.
An Employer’s Guide to the Technology Solution Galaxy
Employers are laser-focused on increasing efficiency and employee engagement. Technology can help achieve these goals by creating streamlined processes for leaves of absence, making pertinent information more readily available and digestible for employees, enabling the integration of data and processes, addressing behavioral health issues, and enhancing productivity tracking and
The CEO’s Desk: Technology & The Human Equation
Technology is an integral part of our lives. It’s a valuable tool that can improve efficiency and help you find time for meaningful interactions with employees who need guidance. However, this issue highlights the need to avoid relying solely on technology as it won’t serve you — or your
Employer Perspective: Remote Workers
Like many healthcare organizations, Temple Health did not have an established tradition of remote work at the onset of the pandemic. That paradigm shifted overnight when, within two weeks, non-patient-facing staff from legal, technical, administrative, information technology, and human resources departments, was required to work remotely.
A Four-Part Framework for a Mental Health-Friendly Workplace
It behooves organizations to proactively draw from documented best practices on workplace mental health to support all employees, as well as their families. For all organizations, the Employer Assistance and Resource Network on Disability Inclusion (EARN) provides the “4 A’s of a Mental Health-Friendly Workplace” framework as a vital roadmap.
Is Intermittent Leave a Reasonable Accommodation?
Over the last decade, a continuous leave of absence has been widely recognized as a possible accommodation for employees in certain circumstances. As the Equal Employment Opportunity Commission continues to enforce that leave is a valid ADA accommodation, the question remains as to whether employers must allow intermittent leave
Navigating the Interaction Between the FMLA and California Leaves
The federal Family and Medical Leave Act and the California Family Rights Act contain overlapping and sometimes conflicting employee rights and employer obligations regarding California family leave. Because this overlap can generate significant additional obligations, California family leave laws have national impact.
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