Not long ago, happy employees were seen as a pleasant — but not essential — byproduct of a productive, optimally functioning workplace. Today, research in positive psychology shows us employee perceptions of their well-being and satisfaction are essential to workplace productivity and employee retention.
We talk a lot about the importance of return-to-work and stay-at-work services on our blog. With the possible recent changes to your health care coverage, programs that help prevent and manage employee absence are becoming increasingly important to employers. That’s because a robust return-to-work and stay-at-work program can help curb the number and reduce the duration of disability leaves.
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 ever feel as though there aren’t enough hours in the workday? Authorizing, coordinating and monitoring Family and Medical Leave Act (FMLA)-protected time away from work can be time-consuming, let alone challenging. To gain back time, have you considered outsourcing absence management to a carrier?
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.
If there were a buzzword in the employee benefits space in the last few years, “wellness” would be it. Employers are paying more attention to employee health than ever before. And for good reason.