Last week marked the 25-year anniversary of the Americans with Disabilities Act (ADA). After our first thought — wow, how time has flown by! — we both were equally struck by how far society as a whole has come to making sure employees with disabilities are accepted in the workforce. In 1990, the ADA was […]
Sandy Witt could write her blog posts in French if the mood strikes her.
She says she spent her 20s “finding herself,” and along the way she “found” degrees in French, speech pathology, and guidance and counseling. Also a travel lover, Sandy has been to France, England, Mexico and Italy.
She also learned how to work with substance abuse clients, assist injured workers and design ergonomic training programs for supervisors. When she’s at home base she takes those skills and applies them to her disability and productivity consultant position with The Standard. By meeting with employers and understanding their culture and needs, she matches on-site specialists with employers. She oversees services that help injured and ill employees stay at work or return to work as soon as possible. Sandy’s even got the stamp of approval to do it all – as a certified rehabilitation counselor.
When she’s not planning her next trip or studying French phrases, Sandy likes to bury herself in a good mystery novel or crossword puzzle, as well as create homemade greeting cards and jewelry.
Posts by Sandy Witt, M.Ed., CRC
It’s understandable if an employee needs to be off work occasionally, but intermittent leaves can cause a major disruption in productivity. If a recurring medical condition is causing frequent intermittent leaves, you may be tempted to let the employee go. Instead, leaves may be lessened with help from your disability carrier. Check out these examples […]
I, along with two other colleagues, gave a presentation on managing intermittent leaves at the Disability Management Employer Coalition (DMEC) annual conference last September. The session was packed, and many employers commented that this issue is becoming increasingly important for them to understand and address. Consider a recent Mercer survey that sheds light on why: […]
What makes your job in human resources (HR) uniquely rewarding? You have the ability — and the challenge — to advocate for those around you. You’re a champion for your fellow employees. But it’s not always easy to be the advocate you aspire to when you’re juggling a growing list of responsibilities. In our last […]
Telecommuting has been under the microscope in recent years, with several companies making headlines for reversing decisions to allow employees to work remotely. Until recently, employers were not obligated to offer the option to telecommute, or work from home, as a reasonable accommodation under the Americans with Disabilities Act Amendments Act (ADAAA). However, a recent decision in the U.S. Court of Appeals for the Sixth Circuit may have brought a change to the reasonable accommodation landscape.
Do you offer light duty? Some employers gladly embrace this concept and willingly allow employees to return to work after a disabling illness or injury even if they aren’t back to feeling “100 percent.” Other employers regulate that no one can return to the job unless they are fully capable of performing every single task. Employers in the second camp may not realize it doesn’t have to be black or white. Keep reading to help demystify some solutions that every employer can consider.