As COVID-19 continues to linger and mutate three years after the emergence of a global pandemic, there’s still much we don’t fully understand about its impact — and critical issues are becoming more evident. Among the most problematic is long C…
The labor force is constantly evolving, but the past several years have brought new and unexpected shifts in economic uncertainty, labor force dynamics and new modes of working. It isn’t growing, just a different mix. As the workforce continues to ch…
When an employee is unable to work due to an illness or injury, employers are responsible for creating a safe, supportive environment for them to return to. But it doesn’t have to be an “all or nothing” approach. There are several ways to take care o…
Fluctuation in the workforce has prompted employers to invest more resources, think creatively, and refocus on collaboration, communication and support for the needs of employee populations. Pay is still the key differentiator and primary focus for c…
Necessity has proved to be the mother of invention when it comes to adopting alternative work models. What many employers originally anticipated to be a brief sojourn into flexible work is now going on two-plus years. Despite the lack of strategic pl…
The COVID-19 pandemic has forever changed the face of the workforce. Much like an individual who survived a near-death experience, workers around the world have en masse taken stock of their lives during the past two years, reconsidering their priori…
It’s no secret that intermittent leave, whether under the Family and Medical Leave Act (FMLA) or the Americans with Disabilities Act (ADA), is difficult for employers to track and manage, but it is also an area that can spark lawsuits. What are the i…
I am very excited about our Center for Excellence session, “Evolving Healthcare Models and Workers’ Compensation Opportunities" on August 26th at the Workers’ Compensation and Education Conference. We have a great panel that will share how digital …
You need to be prepared when they do! Because we are the leave administrator for many large employers, since the first of the year, Sedgwick has received an increased number of requests to assist our clients with Department of Labor (DOL) inquires …
The University of Illinois at Chicago (UIC) research paper on Stress in the workplace highlights the costly impact of stress and mental health issues on workplace injuries and illness, including higher risk of injury, medical treatment, lost time f…
$317.5 billion – it’s a figure that gets employers to sit up and take notice. According to the Centers for Disease Control and Prevention (CDC), this is the total for direct and indirect costs of treating mental health disorders annually. Numbers l…
In my last blog, I discussed the value of a mature workforce. Are you interested in developing a plan to keep your aging workforce engaged, productive and injury-free? As you begin working on a plan, some key facts about how age should be considered:…
Today we finish our series on building an employer framework for managing disability accommodation processes under ADA/ADAAA. In the first installment, I covered the high level aspects and provided some key areas of focus. In the second blog, we sh…
In part 1 of our series, we discussed the importance of C-Suite leadership and the need for the executive team to appoint an internal ADA/ADAAA process owner – someone to be responsible for leading program development. Often, this leader's first ta…