Non-Integrated Disability Management Services

Federal Leaves, State Leaves, ADAA, STD, LTD, Client Specific Leaves, and Workers Compensation – How does it all fit?

In a fast- moving, quickly evolving leave landscape, an IDM program you can rely on to manage compliance and concurrent leaves is key to future success in reducing absenteeism and getting employees back to health and productivity, quickly and safely.

A non-integrated disability management program presents several hurdles to this goal:

  • Two or more partner contacts, for both the HR team and Risk Teams, as well as employees with concurrent disability claims

  • Entitlement between lines of business can often overlap, making resolution between vendors time consuming and inefficient

  • Multiple forms containing identical information may have to be filled out and sent to various vendors

  • Employees dealing with multiple sources of information, which may conflict due to inconsistency of messaging

  • Data is housed in multiple systems, making actionable data able to be leveraged for impactful change in safety, ergonomics, or benefits much more difficult to obtain

Integrated Disability Management Services

Client Experience

  • Single IDM vendor partner for ease of communication

  • Instant information sharing from disability claim initiation to close

  • Channeling employee claims and benefits for a smoother disability claim process and quicker resolution

  • Key Performance Indicators defined, tracked, and managed by single point of contact

  • Avoid duplication of effort, both by the employee as well as the HR or Risk Management team

  • Single source of messaging, easing confusion and creating a more positive disability claims management experience

Improved IDM Outcomes and Processes

  • Event triggers that spur action to coordinate FMLA, WC, STD and ADAA

  • Coordinated Risk Management Information

  • Study conducted by largest TPA in the nation, found that over three years, employers that implemented IDM programs, reduced their administration costs by an estimated 10% – 20%

  • Over the same period, the study found that the employers experienced a 10% – 25% reduction in absenteeism overall

Ensuring your business utilizes a reliable IDM service is crucial for both worker and employer satisfaction, allowing you and your employees to concentrate fully on your business. The integrated disability management program offered by Absence Plus boasts a proven track record of success in reducing absenteeism and enhancing worker health and productivity. Contact our expert IDM management team today to discover how our IDM program can be tailored to meet your organization’s specific needs.

Frequently Asked Integrated Disability Questions

Employers must coordinate disability claims and benefits seamlessly. Working with experts ensures compliance and efficiency.

Employers may need comprehensive medical and employment documentation. Consulting with HR or leave management professionals can clarify specific requirements.

Staying informed about current IDM regulations and partnering with compliance experts is essential. Regularly reviewing company policies can also help.

Non-compliance can result in legal issues and penalties. It’s crucial to seek expert advice to avoid these risks.

Employees typically qualify based on specific criteria related to employment duration and medical conditions. Checking with your employer or HR department can provide details.

Employees should notify their employer and provide required documentation. HR can provide guidance on the application process.

IDM integrates multiple leave types and benefits into a cohesive program. Discussing with HR can clarify the differences and eligibility.

Employees should communicate with their employer to plan a smooth return and discuss any necessary accommodations. Consulting with HR can facilitate this process.

IDM ensures non-discrimination and reasonable accommodations in the workplace. Specific protections can vary, so it’s best to verify with your employer.

IDM is usually continuous, but specific cases may allow intermittent leave. It’s important to discuss this option with your employer.