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The Disabled Workforce: Curbing FMLA Abuse

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While the FMLA was created “to balance the demands of the workplace with the needs of families,” many employers struggle to establish ways to battle misuse and abuse. What can HR professionals do to curtail unnecessary FMLA leave while supporting employees who take the leave they truly need? Discover who is taking leave and have conversations with those employees, including suspected abusers of leave.

Leave Technology: Tracking New Leave Policies

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While it is challenging to monitor and comply with leave legislation or regulations, there are tools and tactics to help employers of all sizes stay on top of changes to ensure compliance.

Featured Case: FMLA Intermittent Requests for Planned Treatment

woman dr listing to the heart of a male patient
Intermittent leave under the FMLA continues to challenge employers. Regulations require employees who need leave for planned treatment to make reasonable efforts to schedule treatment in a manner that does not unduly disrupt operations, but employers still struggle with employees who fail to follow this process.

Common Sense Compliance: STD FMLA and ADA Issues

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Employers may not realize that every short-term disability claim has the potential to become an FMLA or ADA lawsuit if it is not properly managed. Those that integrate leave, disability, and accommodation workflows can consolidate intake as well as correspondence.

Employer Solutions: Retention Strategy For A Better Leave Experience

Two woman standing at a white board, one writing, on it
Leave benefits are a key part of an employer’s benefit package, which can be leveraged to help with recruiting and retaining employees. Administering those benefits with empathy, efficiency, and an effective return-to-work support plan should be part of a company’s culture of caring. And in today’s dynamic leave law landscape, it can be very hard to do this alone.

Engaging Today’s Workforce: Curbing Burnout

frustrated person sitting at a computer with head down and hands interlaced behind their head
Employers should watch for signs of burnout among employees, such as reduced engagement and missed meetings, and review their benefits programs to ensure they offer a variety of resources that fit the needs of their workforce.

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.

Absence Matters: Streamline Claims

woman sitting on a couch looking down with her hand on her back seeming to be in pain
Imagine a situation where your employee, who works remotely, injures her back while moving file boxes from her garage to her home office to the extent she can no longer work a full schedule. Would she be eligible for a leave under the FMLA, workers’ compensation, or short-term disability? The answer, as you may imagine, is that it depends.

RTW Showcase: Optimum Durations

road wining through a crop of canola with the word Recovery printed on the beginning of the road
It’s in an employer’s best interest to encourage and offer safe return to work when an employee is ready, and focusing on average cases instead of excessively long claims can be a savvy approach. In fact, employers that shorten the duration of claims by just a few days can see a return on investment of more than $500,000.

Compliance Showcase: Legalized Marijuana in the Workplace

prescription bottle laying on a prescription pad with medical marijuana spilling out of the bottle
In the last decade, there has been a proliferation of state and local laws legalizing the medical and recreational use of marijuana. While marijuana currently remains illegal under federal law, most states have legalized its use in some manner, presenting a host of practical problems for companies. Employers must be familiar with the marijuana laws of the states and cities in which they operate to avoid potential legal claims.

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Seth Turner, Chief Strategy Officer
Seth Turner

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ABSENCESOFT

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