Will anyone be the same after COVID19? This question beckons an even bolder question – What will you do to add crossfunctional advocacy and empathy to your integrated leave and disability management team?
It’s easy to forget about employees who were already being accommodated under your leave and disability policy guidelines. What happens when these employees return to work post-COVID19? What happens to new employees who are suffering silently with COVID19 anxiety and stress?
Are you training your team to understand the demands that returning employees will face as they reintegrate into your workforce? What training does your HR team need today to prepare for disability accommodations post-COVID19? How will you handle the demands on your integrated leave and disability policies?
COVID19 will show the cracks in your Integrated Absence and Disability Program (IADP), so the big question is your IADP truly integrated? Where are your gaps? Where are your opportunities to improve the disability management process for employees?
We will tackle bold questions like:
• Who is reaching out to employees with documented work limitations now, letting them know they haven’t and won’t be forgotten?
• What type of words are those who interact with these employee’s using? Empathy, calming? Reassuring? Have they been advised that current documentation will be needed? Is telemedicine an option to expedite the receipt
• Is your current staffing sufficient? Are there enough people to handle the number of Interactive Dialogue’s necessary to determine the types of accommodations needed?
