Tag COVID-19

@Work Magazine

Program Showcase: Long COVID Claims

Return to work after illness can be fraught with challenges and concerns. With accommodations and managed expectations, a long COVID diagnosis does not have to mean an extended absence or loss of an employee. With a transition plan to return to normal duties over a period of time, this can be an opportunity to assist and retain a valued employee.

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Jeni Hoyt
March 20, 2023

@Work Magazine

Common Sense Compliance: Telecommuting Accommodations

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In 2022, as leaders required employees to return to offices on a full-time or hybrid basis, employees have pushed back. Under the employment-at-will doctrine, employers generally have the right to terminate work-from-home arrangements. However, under statutory accommodation laws, employers may be required to continue to permit remote work for employees with disabilities and/or pregnancies.

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LeAnn Swanson
September 18, 2022

@Work Magazine

Employer Perspective: Avoiding the Rabbit Hole

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The COVID-19 pandemic taught the County of Orange team a lot about how to support employees and avoid the rabbit hole of dark possibilities when it comes to disability management precautionary practices. For human resources and disability management professionals who seek to balance employee demands with employer requirements for service or product delivery, the pandemic reaffirmed the need to communicate and follow established accommodation processes.

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LeAnn Swanson
September 18, 2022

@Work Magazine

Integrated Absence Management: Lessons from COVID-19

older man with glasses sitting at table on a computer

With millions of employees working from home, supervisors and human resource professionals have had to adjust the way they operate. Added struggles with employee healthcare access as well as financial and medical concerns present a unique challenge for absence management professionals, especially when it comes to disability management.

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LeAnn Swanson
July 15, 2022

@Work Magazine

Have We Reached a Tipping Point? The ADA & COVID-19

a pyramid pointing downward with a pink ball balanced on top with a pink background

Determining a “reasonable accommodation” is more complicated than ever, due to ongoing concerns about COVID-19, long COVID, and a dizzying number of state-specific requirements for COVID-19 vaccine accommodations and supplemental paid sick leave. We must brace for ongoing COVID conversations — considering millions of people are affected by long COVID which may be keeping more than one million employees out of work.

LeAnn Swanson
March 31, 2022

@Work Magazine

Can Employers be Liable for Vaccine Side Effects — Or for Not Requiring Vaccination?

the upper arm of a person getting an immunization

Some employers are required to enact a mandatory vaccination policy for COVID-19, and others are choosing to do so. In this environment, employers question whether they can be held liable for vaccine side effects if they mandate the vaccine, while lawsuits have also been filed against employers for failing to protect employees and their family members from the virus.

LeAnn Swanson
February 10, 2022

Surveys and Benchmarking, White Papers

2021 DMEC State of Absence Management Pulse Survey Results

2021 dmec absence management pulse survey

Organizations have experienced extraordinary business shifts during the pandemic, with absence management practices being significantly impacted. As we evaluate the new terrain of leave management, it’s pertinent to consider all stages of the industry’s evolution over the past 16 months and how they will shape our future trajectory.

LeAnn Swanson
August 16, 2021

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Tag COVID-19

Program Showcase: Long COVID Claims

Common Sense Compliance: Telecommuting Accommodations

Employer Perspective: Avoiding the Rabbit Hole

Integrated Absence Management: Lessons from COVID-19

Have We Reached a Tipping Point? The ADA & COVID-19

Can Employers be Liable for Vaccine Side Effects — Or for Not Requiring Vaccination?

2021 DMEC State of Absence Management Pulse Survey Results

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