Your employee has come to you to tell you that they’re having a difficult time with tasks at work. They don’t want time off, but they need your assistance in doing their job due to an undisclosed medical condition. You had no idea they were struggling with their health, and don’t really know what you can and cannot ask this employee. You certainly want to accommodate them to help them stay at work and remain effective. What should you do?
Get upstream of health risks and benefits costs by putting the employee first
Most Canadian workers would suffer severe financial hardship if they were forced out of work with a disability.
Medavie Blue Cross and the Canadian Lung Association have formed a partnership to help link people living with or at risk of chronic respiratory disease to a country-wide network of respiratory care support and awareness services.
If you ask many plan sponsors and/or group insurers, disability plan costs are increasing at concerning rates. Disability plan costs tend to be somewhat variable—always have—but are we experiencing a fundamental change in the nature of the risk? What is the road ahead for disability plan costs?
Workplace disability is more common than Canadian workers believe, according to a survey.
According to a 2013 Conference Board of Canada study, Canada has an average of 9.3 days lost per employee per year, compared to between five and seven days in the U.S. and the U.K.
Growing awareness—particularly over the last several years—of the significant impact that mental illness has on workplace productivity, employee engagement and organizational budgets has prompted employers to begin developing strategies to encourage mental health in the workplace.
Canadians believe employers have an important responsibility to accommodate people with disabilities, according to a study.
Recently, there has been a great deal of attention given to the problem of workplace absenteeism. According to the most recent information from Statistics Canada, the average Canadian worker was away from work for the equivalent of almost two weeks in a year. Those 9.3 days lost translate to 2.4% of gross annual payroll, or $16.6 billion for Canadian employers in 2012.