When it comes to absence management and first notice of loss, timing is crucial. Outsourcing these services to a qualified third party prevents bandwidth restriction and reduces the chance of organizational failure.
Failing to document an absence promptly and accurately can cause significantly more complication down the road. Similarly, returning a first notice call an hour later or the next day may be too late – they may have already contacted an attorney. This will increase the cost of your claims dramatically and will simultaneously reduce the effectiveness and level of customer service provided by your organization. This is why many of today’s contact centers employ outsourced call centers staffer with claims professionals to improve the customer experience.
By leveraging a contact center for overflow, nights, weekends and holidays, you will improve the efficiency in your organization by as much as 40% while greatly improving your customer experience. All of which impact the bottom line. Today, many high quality call centers outsource FNOL for overflow and non-peak times.
Absence management greatly reduces corporate loss through improved communications and tracking systems. Implementing these systems through a highly trained outsourcing provider allows all parties involved to focus on what they do best. Claims management plays a crucial role in succeeding through absence management. Without a custom-tailored claim intake and management process, salient details are likely to slip through the cracks, defeating the purpose of the program. Learn more about how these solutions play crucial roles in major corporations throughout the world:
The key to effective and efficient absence management lies in responsiveness and adaptability. Tracking absences from day 1, segregating absence types, and managing various kinds of absences allows corporations to respond quickly to change and to avoid confusion. In this way, absence management is quite similar to FNOL. For more information on absence management, FNOL, and other related queries, contact us.
When discussing absence management, it’s important to understand the many nuances relating to these initiatives. Let’s review some definitions which can apply to this growing field:
Disability Programs: Disability programs are narrower in scope than absence management and utilize processes to reduce the cost impact of disability, and provide methodologies to promote optimal recovery and return to work.
Health and Productivity Management: This can be defined as the integration of management, data, and services relating to all aspects of employee health that affect attendance and work performance, and is the broadest umbrella for such programs.
Behavioral Risk Integration: Many employers now utilize behavioral risk management as part of their absence management program to address underlying psychosocial issues that complicate claims or encourage absence. Behavioral health management is considered an integrated, interdisciplinary system of care that approaches individuals, families and communities as a whole and addresses the interactions between psychological, biological, sociocultural and environmental factors.
Workplace Wellness Programs: Workplace wellness can be defined as an organizational program designed to support improved health for all employees. It can include activities like health education, medical screenings, health fairs, weight management, health coaching, newsletters, on-site fitness centers and other wellness oriented educational programs.
We’ve been blogging a lot lately about absence management. It represents a crucial component of efficiently and accurately managing large-scale organizations in which untracked absences can cause devastating effects on the bottom line. Here some popular recent blog articles on absence management principles and solutions: