@work
2022 Health & Wellness Issue
November-December 2022
Integrated absence management professionals are embracing their role in enhancing employee health and wellness in ways that influence disability claims, absences, and return to work. This issue of @Work delves into the return-on-investment component to healthcare and wellness efforts and the practical realities of implementation that have a powerful effect on organizational recruitment and retention efforts, employee morale, productivity, profitability, and more.
The CEO's Desk
Investments in employee healthcare and wellness can have major budget implications and influence the work of integrated absence management professionals in myriad ways — from return-to-work time frames to short- and long-term disability costs, the duration of family and medical leaves, and more.
Feature Articles
Before the pandemic, many Americans were ill-prepared for unexpected emergencies, which has been exacerbated by the recent rise in inflation. As a result, more employees are forced to tap into their savings and 401(k) plans to make ends meet. A few ways that employers can help employees get back on track financially is by offering payroll-deducted savings programs, developing emergency funds with an employer match, and offering emergency savings options.
Employers and employees face a daunting task when it comes to planning for leave related to pregnancy, childbirth, and bonding with a new child. Many disability laws and policies may apply that provide paid leave, unpaid leave, and/or paid benefits for disability during pregnancy, disability to recover from childbirth, and/or bonding that vary by state and, in some cases, by city and county.
Spotlight Articles
Program Showcase
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. They must also communicate intentionally with employees.
Employer Perspective:
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.
Expanded Perspectives:
@Work To Share
DMEC provides the following @Work magazine articles and podcast episodes to offer additional perspectives on and increase awareness of integrated absence management trends and challenges. The resources — available to members and nonmembers — can be shared with your colleagues and through social media channels.
The work we do as human resources professionals and, specifically, absence and disability compliance practitioners, is hard and it’s getting harder, which makes it essential for teams to make their emotional and physical health a priority.
2022 Trends
Diversity, equity, inclusion, and belonging (DEIB) efforts influence the success of every organization, and more employers realize they are interrelated. The value of creating diverse, equitable, and inclusive environments is not new, and the important addition of belonging — which ties the components together — is gaining ground fast.
DMEC Podcast
Get a better understanding of how the belonging component of diversity, equity, and inclusion efforts sets the stage for greater long-term success during this quick-hit conversation with communications and equity expert Dr. Nancy Dome and DMEC CEO Terri L. Rhodes.
Industry Q&A
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.
DMEC Podcast
While compliance questions continue to top the list for integrated absence management professionals, DMEC education experts discuss trends they’re seeing and what that says about an increasing knowledge gap that can put employers at risk.
Columns
Absence Matters
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.
Integrated Absence Management
American employees have different priorities and expectations following the COVID-19 pandemic, which radically changed what they want and expect from workplaces. Understanding the new realities — especially when it comes to younger, more mobile generations — is key to successful recruitment and retention.
Engaging Today’s Workforce
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.
Employer Solutions
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.
Common Sense Compliance
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.
Featured Case
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.
Leave Technology
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 professionals and employees.
@Work
@Work™ magazine is the official publication of the Disability Management Employer Coalition. Copyright© 2024. Disability Management Employer Coalition (DMEC). All rights reserved.
Editorial Staff
Editor: Heather Grimshaw
Editorial Advisory Group Members: Linda Croushore, Rebecca Fisco, Jenny Haykin, Terri Morris, Fred Schott, Jessica Thornton, and Lori Vickory
Editorial Policy
The goal of @Work is to present industry and Association news, highlight member achievements, and promote the exchange of specialized professional information. The statements and opinions expressed herein are those of the individual authors and do not necessarily represent the views of the Association, its staff, board of directors, or its editors. Likewise, the appearance of advertisers does not constitute an endorsement of products or services featured in this, past, or subsequent issues of this publication. DMEC makes no representations, warranties, or assurances as to accuracy of the information contained in the articles, and no content herein is legal or tax advice. Consult appropriate professionals for legal or tax advice.
