In 2018, Fraser Health Authority set a goal to reduce the human and the financial costs of disability claims and long work absences associated with employee illness and injury.

To that end, Fraser Health developed an innovative program incorporating best practices in disability management (DM) and began implementation early in 2019. The result has been dramatic improvements to return to work and long-term disability (LTD) numbers – benefits that have continued in the face of COVID-19 impacts.

Fraser Health is the largest health authority in British Columbia and has 36,000 active employees.

Annual LTD claims “per 100 covered lives” decreased from 7.57 in January 2018 (before the new program was rolled out) to 6.5 in September 2021. The result was prevention of an estimated $10-million in LTD direct costs.

“One of our goals is to reduce the disability financial burden on the organization,” says Leslie Allan-Reed, director of absence and disability management at Fraser Health. “In health care, savings achieved in one area can be redirected towards front-line clinical services, for example.”

The other goal is to enhance the health and well-being of the employees, says Ms. Allan-Reed. “We wanted to help employees on medical leave recover and return to work sooner. Research highlights that when people are off work due to disability, the shorter that period, the better the prospects for their long-term health.

“Earlier return to work has a financial benefit for the employee as well, as they don’t receive full pay when on disability leave,” she adds.

Another key performance metric tracked is “return to work prior to 150 days” – the point at which long-term disability (LTD) coverage begins, Ms. Allan-Reed explains. “In January 2018, 54 per cent of employees returned to work before LTD was required. By September 2021, that rate was 75.6 per cent.”

The new program included the following key elements: a disability management team structured to focus on different stages of the disability process; an employer-paid direct referral process that quickly connects employees to early intervention services; and transformation of the “attendance management” function into “attendance support.”

Fraser Health’s Attendance Support team is tasked with assisting employees at earlier stages of their disability.

“These employees may have high absence rates, but are not yet on leave,” Ms. Allan-Reed explains. “If missed days are due to an ongoing or chronic health condition, we’re able to work with them proactively and perhaps change the trajectory of their disability, enabling them to remain at work.”

Shifting the focus to attendance support enables employees to be more receptive to collaborating with the DM team. “Our message is one of teamwork. We are really saying ‘help us understand why you are struggling and we can support you to attend work more regularly.’

“We can directly refer employees to services that Fraser Health funds, such as a physiotherapist or a psychologist. We also inform employees about new online supports available including internet-based cognitive behavioural therapy and a program to support employees seeking help with problematic substance use,” she says.


Advertising feature produced by Randall Anthony Communications. The Globe’s editorial department was not involved.

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