Companies of all sizes struggle to manage employee absences, whether they are a result of workers' compensation, Family Medical Leave (FMLA) or from a disability. The cost of these absences can be significant – whether direct or indirect. Effective absence management incorporates a comprehensive program, administered by a team of experts, to simplify the process for both the employer and its employees, while reducing costs.
RCM&D works with clients to develop customized, integrated absence management programs with a focus on reducing the costs to the organization by shortening the duration of disability leaves, minimizing administrative burdens, and outsourcing FMLA management. Reducing the duration of claims should also have a positive impact on the medical costs associated with the absence.
Our Absence Management offerings include:
RCM&D‘s Workers’ Compensation Administration provides a streamlined claim management platform to clients who self-insure all or a portion of their workers’ compensation exposure or loss.
Administering Family Medical Leave (FMLA) requests can be challenging, time consuming and often has the potential to put a company at risk of fines and lawsuits if not properly processed. Compounding these issues, employers with locations in multiple states are required to track all mandates for each state in addition to the federal guidelines.
Outsourcing the administration of FMLA through RCM&D ensures that the organization remains compliant with all state and federal mandates, reduces potential fines or litigation, and significantly decreases the amount of time their employees spend on administration.
Short-term disability (STD) programs may be inefficient for employers with more than 200 eligible employees, either in terms of insurance premiums that far exceed claims paid or in effective return-to-work programs. Current programs that are self-insured, but administered through an insurance carrier, may limit services associated with short-term claims and also are limited in their focus to return the disabled employee back to work. Some employers self-fund and self-administer their short-term disability programs, which can lead to inefficient claims administration and potential violation of HIPAA laws.
An integrated absence management program also corrects the area which is often overlooked. How does the current program coordinate short-term disability claims with workers’ compensation plan? Coordination through a single-source platform eliminates the potential of dual payment from workers’ compensation and short-term disability and potentially lowers the litigation relating to the denial of Workers’ Compensation claims.
Most employers will insure the risk associated with long-term disability. Comparing the potential risk in relation to the premium costs normally results in the decision to insure. Integration remains key to ensuring employees are receiving adequate compensation when they are unable to work - and there continues to be a focus on returning the employee to work as quickly and safely as possible.
An integrated platform incorporates a single point of notification, thereby eliminating the need for an employee to submit additional documentation for potential approval of a long-term disability claim.
An area often overlooked in absence management is the reporting of a claim to the life insurance carrier. Both the employee and employer may benefit if the leave claim is also eligible for the premiums to be waived on the group life insurance. With an Integrated Absence Management program through RCM&D, this would be integrated with the reporting of any absence related to either an injury or illness. Coordination of this element could provide for the continuation of a disabled employee’s life insurance coverage, therefore reduce further financial hardship on the family.
Ready to continue the conversation? We’d like to. We are eager to discuss your risk and benefits management challenges, your organizational goals, and your appetite for new solutions based on your unique business needs.