If you’ve crafted New Year’s resolutions to be a better, bolder version of yourself, we’re challenging you to try doing a little less this year. As an HR manager, you have a full plate of responsibilities. This year, resolve to rely on your disability carrier for a variety of employee accommodation-related tasks to ensure you have the […]
As Workplace Possibilities’ program manager, I help implement and coordinate numerous programs to help employees get back to work and be productive. There are a few questions I hear from HR managers again and again. Although these might seem like complex issues at the surface, you may be surprised what a difference a second opinion can make.
Since the Workplace Possibilities blog launched, we’ve shared tips and examples to help manage employee productivity based on the expertise of our on-site consultants. Starting next week, we’ll be sharing even more success stories with you from our team of experts, who also assist in return-to-work and stay-at-work accommodations.
Throughout our Productivity Insight series, The Standard has explored a new take on the benefits discussion. There is more than what meets the eye when it comes to the impact employee health has on an organization; employers need to realize that the costs of health-related lost productivity can well exceed the costs of poor employee health.
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.
Presenteeism — the practice of coming to work despite having a medical condition — is a relatively new area of study. However, with the current economy pushing employers to do more with less, it’s an important challenge that needs to be addressed, as less productive workforces are also less profitable.