It’s no secret that a healthy workforce can reduce health care expenditures, but employers may need to start paying extra attention to a few growing health concerns affecting today’s workers before it results in a strain on their bottom line.
A few weeks ago, I had the opportunity to present on The Standard’s Workplace PossibilitiesSM program for managing absence and disability at the 2012 Health and Productivity Forum sponsored by the Integrated Benefits Institute and National Business Coalition on Health (IBI/NBCH).
A return-to-work program is a wonderful tool to help change the way you manage disability. Such programs create a work environment that breeds productivity and removes some of the burden of disability management. You also need the measurable results — the bottom line. What is the real ROI of RTW?
Increasing productivity and reducing absenteeism are common goals for many human resources executives, but they often can be challenging to achieve. As an employee benefits consultant, I’ve helped many companies tackle these challenges, and I’ve noticed that the relationship a company has with its disability provider is critical.
Here are eight ways you can improve those relationships in an effort to reach those goals:
The reality of pay cuts. Rumors of reduced hours. Concerns about job stability. Chances are, your employees may be dealing with a serious side effect of today’s economy — an increase in mental illness disability, which leads to stress-related productivity loss. During the stress of an economic downturn, you can help your employees with practical solutions that will remove barriers to productivity and help improve your bottom line.