As we’ve discussed in a previous blog post, proper case management is key for handling intermittent leaves. In fact, a proactive approach can help reduce the incidence of intermittent leaves in your workplace. Another way to ensure smooth management of these leaves is to establish that your company is compliant and your employees are following […]
Consider for a moment that you have a stroke and it leads to vision loss. Depending on the location of the stroke, it can result in dim vision, reduced visual field, holes in the vision and the inability to visually comprehend or recognize objects. Adjusting to your normal life would not only be time consuming and difficult, but it likely would take a significant emotional toll. Can you imagine going back to work, much less being productive, after that?
Next year, millennials will make up 36 percent of the United States workforce — increasing to 46 percent by 2020. Millennials — otherwise known as Gen Y — are generally defined as those born between 1981 and 2000 — making them a generation too big to ignore and a “must” target for benefits such as disability insurance.
Returning to work after a major surgery can be stressful for an employee — especially when he or she has specialized job responsibilities and is highly motivated to return to the office. When a setback threatens recovery, employers may want to consider options to help the employee successfully return to work.
For employees with a disabling illness or injury, fear often can be a speed bump on the way to a full recovery. However, for employers, an employee’s actions resulting from fear often can look like apathy, indifference — or worse — laziness.
Having to adjust to working through pain is something that no employee should have to do. When an employee’s pain level starts to inhibit his or her performance at work, employers have a lot to consider. This pain could contribute to a loss of productivity, or time off work for treatment and recovery.