Employees in the United States who have been diagnosed with depression at some point in their lives contribute to upward of 68 million missed workdays each year.1 The natural course of most depressive illnesses is more of a gradual decrease than a sudden drop. An employee could work for weeks, months — or in some […]
Many employers struggle with educating employees about the array of health management programs in their benefits package. It’s in an employer’s best interest to encourage participation, as it can help decrease costs that result from employee illness and disability.
Two heads can be better than one. When it comes to accommodating employees with disabling illnesses and injuries, this is especially true. Collaboration is key — on the part of the employee, employer and disability provider — particularly for professions that may have guidelines or restrictions due to the materials they are working with, daily processes or available space.
The Affordable Care Act has changed the way HR managers are considering all employee benefits — especially those that have previously been considered ancillary add-ons. With all the changes and choices employers have had to make about health insurance coverage, many are weighing the decision to offer benefits in a new defined contribution model.
Employees may have started the year with lifestyle changes and goals — such as quitting smoking. Although quitting is a personal decision, as an employer, you still can support them as they follow through on their New Year’s resolution to take charge of their health.
What do you do with an employee who has exhausted Family Medical Leave Act (FMLA) for his or her own medical condition? Are you required to extend time off beyond what is approved by FMLA? From an economic and legal standpoint, is termination your only option?