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2024 Integrated Absence Management Issue

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June-August 2024

The process of integrating disability and absence management has been called a journey and, as authors note throughout this issue of @Work magazine, it is one well worth taking! This approach, a hallmark of the Disability Management Employer Coalition (DMEC) since its inception, helps employers comply with an increasing number of (and nuances to) laws across the U.S. It also removes artificial barriers to streamline employee access to and use of their entitlements. Learn about new data that proves a correlation between mental health conditions and disabilities, how to support employees with mental health disorders, such as post-traumatic stress disorder, and when they should be considered workers’ compensation claims, and more.

The CEO's Desk

Where’s Your Moxie?

There are myriad reasons to adopt an integrated disability and absence management (IDAM) approach — from streamlining efficiencies to minimizing risks, and helping employees stay at work and return to work (RTW) more quickly. There’s also a bottom-line motivation, a liability for not doing it, and a cultural component that should get more attention than it does. So why isn’t it more common?

How Can Employers Support Workers with PTSD?

Employers can help change the dynamic for team members with post-traumatic stress disorder to help them stay at work, return to work as soon as possible when a leave of absence is needed. Education and training are key to success to support employees and know when this and other mental health issues should be considered workers’ compensation claims.

Data Proves Correlation Between Depression and Anxiety and Disability

Depression or anxiety is a risk factor for a new disability, and disability is a substantial risk factor for a new disability. This might be news to employers that could save time and money by intervening differently.

Spotlight Articles

Employer Showcase

Are Your Employees Neurodiverse or Neurodivergent?

The word neurodiverse is sometimes used interchangeably with neurodivergent, which describes a way of thinking or cognitively processing information that is different from most people. And that difference can cause workplace challenges that affect productivity, performance, and interpersonal interactions.

Compliance Showcase

Can Employer Leave Policies and CBAs Coexist?

While challenging to manage leaves for an organization with a union and a collective bargaining agreement (CBA), employers that navigate policy elements can not only reach agreements, they can build relationships and achieve success.

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.

How Employers Could Get Into Trouble Under the PWFA

What are employers’ top challenges when it comes to implementing the Pregnant Workers Fairness Act (PWFA)? Get questions answered and read details about how the PWFA differs from the Americans with Disabilities Act.

The Art and Science of Employer Compliance

While tracking and managing hundreds of laws that regulate integrated disability and absence management (IDAM) is essential for employer compliance, implementation is where magic can happen. It is also where liability can lurk, which is one reason why hundreds of IDAM professionals gather annually at DMEC compliance conferences to enhance their understanding of these laws and find effective solutions.

DMEC Podcast: How Hard Can It Be to Comply with Paid Sick Leave Laws?

Described as one of the most volatile aspects of employment law, paid sick leave laws are increasing (and changing) at a rapid rate. Listen in to this episode with Josh Seidman, partner with Seyfarth Shaw and co-lead of the leaves of absence management and accommodations team to hear about emerging trends and common employer mistakes to avoid!

Listen in

DMEC Podcast

DMEC Podcast: Ignoring Employee Mental Health Now Will Cost Employers Later

With mental health on track to become the No. 1 driver of short-term disability claims, employers seek new ways to support several generations of employers in the workplace. Listen in to this episode for guidance and perspective from David Setzkorn, MBA, CPCU, senior vice president of workforce absence and disability practice leader for Sedgwick, and Mark Debus, LCSW, clinical manager of behavioral health services for Sedgwick.

Listen in

Columns

Absence Matters

Beyond Parental Leave

Are employers doing enough to support new parents if all they do is offer paid parental leave?

Benchmarking

Are You Doing It Right?

Compare your IDAM plans and policies with industry norms and best practices to strike a balance between processes that are supportive, encourage employees to return to work, and provide a positive employee experience.

Engaging Today’s Workforce

IDAM Benefits Boost Outcomes

While taking an integrated approach to disability and absence management can streamline processes, minimize administrative work, and foster healthier work environments, true success comes when employers take a holistic view!

Employer Solutions

Cautionary Tales of Workers’ Compensation and Absence Management

Using an integrated disability and absence management approach helps employers avoid gaps in coverage as well and mismatched expectations with job accommodations, disability insurance, paid leaves, unpaid leaves, and more!

Common Sense Compliance

IDAM: The Best Way for Employers to Comply with a Panoply of Leave Laws

Taking an integrated approach to disability and absence management reduces risk by ensuring a better understanding of paid and unpaid leave laws, expanding accommodation requirements, and disability insurance.

Featured Case

Diabetes and the ADA

Diabetes, a chronic condition characterized by high blood sugar levels, affects millions of employees worldwide.1 Jury verdicts that favor employees with this condition who bring lawsuits under the Americans with Disabilities Act (ADA) illustrate how costly it can be for employers that fail to accommodate the condition.

The Disabled Workforce

Strategies for Managing Excessive Use of Leave

What’s the best way to handle an increasing number of employees calling out for medical reasons when they do not seem like reasonable requests?

@Work

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.

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2024 Integrated Absence Management Issue

June-August 2024

The CEO's Desk

Feature Articles

Spotlight Articles

Employer Showcase

Compliance Showcase

Expanded Perspectives: @Work To Share

DMEC Podcast

DMEC Podcast

Columns

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