Absence management encompasses a number of attendance issues. Any effective attendance policy will provide details on a variety of absences including sick leave, personal leave, vacation leave, disability leave, and more. However, these guidelines often exist for employees. How to implement an attendance policy and facilitate the return-to-work process can be confusing for employers. Below are some steps managers can take to navigate the process for illness-related absences.
When an Employee Calls Out of Work
Managers should always find out the details behind the absence as well as a general period for when the employee will be fit to return to work. They should also find out if the absence is related to an incident at work to prepare for a potential worker’s compensation claim. If the illness is cyclical, the employer may need to discuss medical treatment needs to ensure the workplace is not contributing to the recurring problem. Employers should also take this time to remind the employee about the attendance policy and if they need to provide additional information such as a doctor’s note.
When the Employee is Absent
Employers should encourage employees to provide updates on their condition. The employer should not be overbearing about these updates, but proper timelines are necessary for adequate absence management. If the employer does not know the nature of the illness (i.e. short-term vs long-term), they cannot set up an appropriate return-to-work plan. Employers should also keep accurate records of all correspondence with employees regarding their illness.
Return-to-Work Process
The company attendance policy should outline the return-to-work process so employees know what to expect. Some companies only opt to require return-to-work interviews for extended absences or habitual short-term absences. Employers should consider any accommodations the employee may need to facilitate a successful return-to-work. This includes any recommendations given by the employee’s physician as well.
Other elements to consider for the return-to-work process are:
- A phased return
- A flexible schedule
- Modifying duties
- Upgrading the employee’s workstation to reduce a chance of relapse (e.g. an ergonomic chair after a back injury)
- Moving the employee’s workstation to an easier to access area
Employers can improve their absence management procedures by keeping track of an employee’s recovery progress, providing proper support, and addressing any issues as they arise. To learn more about effective absence management strategies, contact the experts at Actec.
The number of automated processes within any given vehicle continues to grow as technology progresses. Fully autonomous vehicles are on the horizon and insurance companies need to prepare themselves for this reality. Autonomous vehicles will change claims management to a significant degree. Some examples of these changes include:
As more cars integrate some sort of smart technology, auto insurance agents find themselves wondering if they will soon be out of a job. While OEMs can report accidents and get the first notice of loss (FNOL) process rolling, agents can rest easy. Customer, particularly younger customers, still want a human element involved in their claims process. This is great news for insurance agents as Generation Y made up the largest portion of auto insurance claimants for 2016 at 40%—this is a 7% increase from 2015.
Many employers focus absence management efforts on common issues that cause absences or on individuals with chronic attendance problems. Not many, however, address an issue that has the potential to be a much bigger problem than absenteeism: presenteeism. Presenteeism occurs when employees continue to come into work despite being ill.
Some fraudulent insurance claims are obvious right away. For example, a customer may call to claim he or she was in a hit-and-run accident. They may describe the car as red, but pictures from the scene show blue paint transfer. While the agent managing the claim may never know the truth of what happened, a customer’s motive for filing a false claim is usually financial. If the customer recently lost their job or has excessive monthly car payments, that may be their incentive to offload the vehicle. Most claims do not involve fraud, but agents should make themselves aware of the following warning signs.
Major sales and ecommerce companies have set the bar high when it comes to customer expectations. As a result, more and more insurance companies are investing in mobile options for their clients. Customers now want mobile alerts, email notifications, and mobile apps to access their claim data at any time from any device.
Human Resources (HR) professionals want and need real-time information when it comes to employee absences. In addition to a lack of metrics, there is confusion on how to define the cost of employee absences. Many companies use a combination of the employee’s salary and benefits (including pensions and insurance) to estimate the cost, but the ratio varies. Regardless, absences cost employers money and HR professionals need a simple way to manage absences.
The State of California recently amended the California Workers’ Compensation Uniform Statistical Reporting Plan. As of January 1, 2017 it now requires insured employers to report first aid claims to their claims administrators. This does not apply to self-insured organizations that handle claims in-house.