Handling a disability claim has become one of the toughest things an employer will ever have to deal with. The intent of this information is to help you prepare for what lies ahead.
Many employers have shared their experience as this being a "living nightmare". The number and frequency of "Disability Claims" among the working population has been increasing over the last decade. This has forced employers, benefit consultants/ brokers and insurance companies to revisit plan designs and develop pricing strategies.
Times have changed! "it used to be that when an employee had a problem they just kept it inside, pulled up their socks and got the job done." Today, with the financial need for a double-income family, problems such as divorce, job loss and daycare, social activities are creeping into the workplace. Although the problems may not appear serious, they are greatly affecting productivity.
When a disability occurs, no matter what the situation, the employer feels a moral responsibility to ensure the disabled employee is taken care of. Most employers within their sick leave policy provide a specified number of days at full salary for any type of injury or sickness. From that point on the group insurance program or disability benefit will usually begin. However, the employer must now co-ordinate the work to continue to get done until the employee returns to their job.
This is where the nightmares can be eliminated in the future. A disability management program should be incorporated into your sick leave policy. This program is designed to prevent and manage absences from work and to help keep your employees healthy and productive. The cost of work absences significantly affects the cost of doing business, including benefit costs.
How do we develop the disability management program?
Employers can gain valuable information about the type of disability management program required by analyzing reasons for absence from work, as well as the number of occasions and duration. Once you have a clear picture of your employees absence trends, you may wish to review your claims management procedures. Do you have clear policies in place outlining the responsibilities of both you and your employee? Are they understood and followed? Does your company keep in touch with the employee while off and do you help them return to work as soon as possible?
Rehabilitation counselling in the early stages before a claim reaches Long Term Disability can help the employee focus on their ability rather than the disability and it assists them in developing a return-to-work strategy. Statistics show that the longer a disabled employee is away from work, the more difficult it is to return. As well, consider adding an Employee Assistance Program (EAP). An EAP is designed to help resolve work-related and personal problems before they become overwhelming and too expensive to treat which in result in absence from work. An EAP is short term counselling where employees can get help to deal with a variety of problems including stress, depression, drug and alcohol addiction and family conflict.
Some ways that employers are helping employees is to give them the opportunity to upgrade their skills for future advancement within the company. Programs are available at local colleges, universities and day programs. Other preventive programs you may wish to add include educational programs on time and stress management or ergonomics. In the long run, all these programs will save you money by keeping your employees healthy... and on the job!
Many employers have shared their experience as this being a "living nightmare". The number and frequency of "Disability Claims" among the working population has been increasing over the last decade. This has forced employers, benefit consultants/ brokers and insurance companies to revisit plan designs and develop pricing strategies.
Times have changed! "it used to be that when an employee had a problem they just kept it inside, pulled up their socks and got the job done." Today, with the financial need for a double-income family, problems such as divorce, job loss and daycare, social activities are creeping into the workplace. Although the problems may not appear serious, they are greatly affecting productivity.
When a disability occurs, no matter what the situation, the employer feels a moral responsibility to ensure the disabled employee is taken care of. Most employers within their sick leave policy provide a specified number of days at full salary for any type of injury or sickness. From that point on the group insurance program or disability benefit will usually begin. However, the employer must now co-ordinate the work to continue to get done until the employee returns to their job.
This is where the nightmares can be eliminated in the future. A disability management program should be incorporated into your sick leave policy. This program is designed to prevent and manage absences from work and to help keep your employees healthy and productive. The cost of work absences significantly affects the cost of doing business, including benefit costs.
How do we develop the disability management program?
Employers can gain valuable information about the type of disability management program required by analyzing reasons for absence from work, as well as the number of occasions and duration. Once you have a clear picture of your employees absence trends, you may wish to review your claims management procedures. Do you have clear policies in place outlining the responsibilities of both you and your employee? Are they understood and followed? Does your company keep in touch with the employee while off and do you help them return to work as soon as possible?
Rehabilitation counselling in the early stages before a claim reaches Long Term Disability can help the employee focus on their ability rather than the disability and it assists them in developing a return-to-work strategy. Statistics show that the longer a disabled employee is away from work, the more difficult it is to return. As well, consider adding an Employee Assistance Program (EAP). An EAP is designed to help resolve work-related and personal problems before they become overwhelming and too expensive to treat which in result in absence from work. An EAP is short term counselling where employees can get help to deal with a variety of problems including stress, depression, drug and alcohol addiction and family conflict.
Some ways that employers are helping employees is to give them the opportunity to upgrade their skills for future advancement within the company. Programs are available at local colleges, universities and day programs. Other preventive programs you may wish to add include educational programs on time and stress management or ergonomics. In the long run, all these programs will save you money by keeping your employees healthy... and on the job!
No comments:
Post a Comment