Feeling stressed-out at work is something almost everyone has experienced at one time or another. However, if left unaddressed, it can have a profound effect on the productivity of an organization and the mental well-being of its employees.
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Disability insurance trends [part four]: The importance of enrollment education
Health care costs are steadily increasing, causing many employers to make adjustments to their company’s benefits offerings. Now, instead of offering employer-sponsored coverage, companies are turning to voluntary products to save money.
ADAAA mistakes: Being too fair or frugal
Employers often think employees coming back to work after a disability leave need to be 100 percent healthy to be productive. Unfortunately, this kind of thinking could cause employers to find themselves with an ADA Amendments Act (ADAAA) complaint or in hot water with the Equal Employment Opportunity Commission (EEOC). To avoid these circumstances, employers should understand how to comply with the ADAAA.
Disability insurance trends [part three]: The rise of health disorders
Recent statistics show that in addition to economic sluggishness and fewer jobs for American employees, the Great Recession also has contributed to an increased incidence of employee disability claims. Employers are doing more with less due to the economy, which, in turn, is taking a toll on employees. Larger workloads and longer hours often cause employees stress or even health issues.
Mental health issues can cost millions
In the current economy, every penny counts. Workplace productivity is now more essential than ever, especially because many companies have downsized workforces. As a result, employees are stretched thin and are being asked to do more with less.
Accommodate instead of terminate: Navigating ADAAA
With the 2008 enactment of the ADA Amendments Act (ADAAA) to include a broad range of disabilities, most leaves of absence — or Family Medical Leave Act (FMLA) cases — need to be scrutinized for ADAAA compliance. While many employers think their obligations end after FMLA protection has been satisfied, ADAAA regulations may extend an employer’s obligations.