The flood of new provisions – documented in more than 750 pages by the DOL – impose new rules and notice requirements that affect the vast majority of areas covered under FMLA.
Have you... More > reviewed and revised your existing policies and forms? Can you ensure your response to an employee’s request for FMLA is appropriate, consistent, and includes the appropriate certifications? Have you educated and informed your managers about their role in following FMLA guidelines?
Introducing the Family Medical Leave Act (FMLA) Compliance Manual – a no-fluff, plain-English report you can use to create or update your policies, train your entire staff and ensure FMLA compliance.< Less
The 2006 FMLA Leadership Series brought together human
resource managers, benefit managers, and employer peers
to discuss the challenges of Family and Medical Leave Act
administration and best... More > practices for program management.
This paper details ten key issues explored by Series
participants and gives “In Action” examples of successful
FMLA administration.< Less
In its second year, this survey tracks employer methods, challenges, and successes in administration of the following leave types:
Family and Medical Leave Act (FMLA)
State Family and Medical... More > Leaves
Military Leave (USERRA)
State Military Leave
Other State Mandated Leaves
Other Company Specific Leaves (e.g., Bereavement, Administrative, Personal Leaves)
The survey was initially released at the 17th National DMEC Conference in an online format that included 40 questions. It was completed by 238 employers representing all organizational sizes, a broad range of industries, and widespread U.S. locations.< Less
The 2010 DMEC Leadership Series was sponsored by Liberty Mutual Insurance Company of Boston for the sixth year in a row. The 2010 topic was best practices in short-term disability plan design and... More > included discussion on sick pay plans which are very similar. Human resources, disability, health and productivity, and benefit managers came together to explore the components of effective short-term disability plan design. Topics discussed included effective program design, the need for cost savings and greater efficiency, the value of case management, dealing with unionized workplaces, impact of federal and state laws, paid time off (PTO) vs. sick leave, Family Medical Leave Act (FMLA), and other issues such as coverage start date, elimination period, benefit payable, and maximum benefit period. During the presentations, attendees were encouraged to ask questions and relate their experiences in their own corporate environments.< Less
Workplace Weekly News Publication is the No 1 online and digital workplace publication in the USA. Every week we report news affecting the workplace such as employee benefits, workplace... More > discrimination, wage violations, safety news, regulatory updates, immigration issues, employee wellness and spa, training and development, software and technology, trends and events etc that cut across all industries. Some of the major highlights of this week’s workplace breaking news are: FMLA Final Rule Expand Provisions for Military Families and Air Flight Crew Members, Proposed Rule on Recommended Preventive Services Policy- Public Input Sought,USCIS Publishes New Improved Forms,Jury Rules against the Finish Line in Sexual Harassment case,Jury Awards $200,000 in Damages against A.C. Widenhouse in Race Harassment Suit, CareerOneStop Offers Five Mobile Web Applications to Make Job Search Easier, National Health Service Corps Expand Primary Care Workforce to Communities, wage training events,< Less
In 2012, five years after DMEC convened it first Workplace Warrior Think Tank, DMEC is revisiting this issue. Industry leaders and employers were interviewed to identify the lessons learned and... More > veteran resources, share best practices for returning soldiers, and review the progress made in reintegrating workplace warriors and recruiting those leaving the full-time military for jobs in the civilian workforce.< Less
This glossary, with more than 870 words, phrases and terms, is the final publication in a three-book resource guide series for absence, wellness and disability professionals.
Industry practitioners... More > and thought leaders will find this manual a valuable reference in developing programs that seek to improve the health and productivity of their workforce. Previous books cover the development of integrated disability, absence and productivity models and establishment the of return-to-work programs.< Less
The 2005 Call Center Leadership Series brought together call
center experts, risk managers, and benefit managers to discuss
absence cost drivers and management strategies. This paper
details six key... More > absence and productivity challenges explored by
the Series participants, and how they address them.< Less
With the annual cost of absence for businesses an estimated $100 billion and more than 100,000,000 days lost due to injuries returning employees to work is one of the most eff…ective practices... More > that employers can implement to reduce expenses associated with absences either caused by work-related or non-work-related injuries and illnesses. Creating a culture that fully supports RTW will help increase corporate pro„ tability, improve employee productivity and further protect an employer from lawsuits resulting from regulatory noncompliance. The 2011 Leadership Series was convened to explore the fundamentals of effective return to work programs and how they can be successfully implemented in a variety of companies for both industrial and non-industrial applications.< Less
This report provides a summary and an analysis of the 2010 Disability Management Employer Coalition’s biannual survey which tracks employer strategies, advancements, prevalence and... More > effectiveness, in the area of Behavioral Risk Management. These findings build on the results from 2006 and 2008 studies, providing an opportunity to identify changes in employer trends. The data indicates employers’ commitment to the subject matter and the emergence of specific best practices related to EAP services and Mental Health Professional (MHP) engagements. Further to this great progress, additional enhancements are possible, and employers and the markets that serve them are well positioned to transition programs towards best-in-class offerings.< Less