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 […]
An assembly line employee — who was diagnosed at an early age with a severe condition that resulted in partial paralysis — was having difficulty moving to various workstations. Her health had declined to the point where she was unstable on her feet and could have risked a fall and/or other serious injury.
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.
Sometimes the unthinkable happens outside of work. For one lawyer, an autumn afternoon bike ride took a horrific turn. Hit by an oncoming car while biking, he was paralyzed due to fractures in his spine.
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.
Imagine a normal day at your workplace. Meetings, phone calls, production. Just another routine day. But then, the unexpected happens. An employee passes out mid shift, requiring serious medical attention.