Having to adjust to working through pain is something that no employee should have to do. When an employee’s pain level starts to inhibit his or her performance at work, employers have a lot to consider. This pain could contribute to a loss of productivity, or time off work for treatment and recovery.
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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.
Recent statistics show that in addition to economic sluggishness and fewer jobs for American employees, the Great Recession also has contributed to an increased incidence of employee disability claims. Employers are doing more with less due to the economy, which, in turn, is taking a toll on employees. Larger workloads and longer hours often cause employees stress or even health issues.
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.
A stunning statistic: Today, households headed by adults younger than 35 have 68 percent less wealth than households headed by adults of the same age in 1984.
In the last 10 years, the net worth of an average American employee has dropped significantly; from 2007 to 2010 alone, the median net worth of American families dropped nearly 40 percent.