Leave Management Challenges: FMLA or the “Friday, Monday Leave Act”February 11, 2020
Shaw Participates in CalGovHR COVID-19 Educational Series March 26, 2020
How to Increase the Impact of Your EAP
By Rachel Shaw
The World Health Organization (WHO) reports depression alone is the leading cause of ill health and disability worldwide. One in four American adults experience mental health problems in any given year with employees suffering from depression reporting the equivalent of 27 missed work days per year. Across the country, organizations are experiencing a rise in accommodation requests, and performance and attendance issues related to stress and mental health. This all equates to lost productivity, and less innovation in our organizations. Today, too much leave goes unmanaged, tolerated and simply not budgeted for.
What then, is an employer do when it comes to our disabled workforce? The fact is the often-prevailing attitude of “treating mental health is not our job,” is not working. And, the leave is costing our organizations too much. Too many HR departments have divested or underinvested in the “whole employee.” If you expect to tackle the real killers of productivity, innovation and retention, you must build a workforce that has the ability to successfully struggle through issues – both personal and professional – and believes you care.
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