Recently, I was talking with a colleague about how far one company we work with has come in building a culture that supports employees who are dealing with a medical condition at work. Lack of a plan When we first started working with this company, there was no formal plan in place to help an […]
What makes your job in human resources (HR) uniquely rewarding? You have the ability — and the challenge — to advocate for those around you. You’re a champion for your fellow employees. But it’s not always easy to be the advocate you aspire to when you’re juggling a growing list of responsibilities. In our last […]
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 […]
For employees with a disabling illness or injury, fear often can be a speed bump on the way to a full recovery. However, for employers, an employee’s actions resulting from fear often can look like apathy, indifference — or worse — laziness.
Identifying the right solution to accommodate a work restriction is not always obvious. Following a consistent analytical process can ensure key details are not missed, helping to avoid potential issues such as employee and employer frustration or a potential impact on employee safety. Putting the right process in place can be crucial to a successful, organized return to work plan and can help to address costs, time and confusion.
In the United States, 99.7 percent of employers have fewer than 500 employees. Yet, I’ve found most of the tools, trainings and approaches for returning employees to work are designed for the .3 percent of employers with more than 500 employees. That seems like a pretty big disconnect to me. What’s a small employer to do?