Workplace disability is more common than Canadian workers believe, according to a survey.
According to a 2013 Conference Board of Canada study, Canada has an average of 9.3 days lost per employee per year, compared to between five and seven days in the U.S. and the U.K.
Growing awareness—particularly over the last several years—of the significant impact that mental illness has on workplace productivity, employee engagement and organizational budgets has prompted employers to begin developing strategies to encourage mental health in the workplace.
Canadians believe employers have an important responsibility to accommodate people with disabilities, according to a study.
Recently, there has been a great deal of attention given to the problem of workplace absenteeism. According to the most recent information from Statistics Canada, the average Canadian worker was away from work for the equivalent of almost two weeks in a year. Those 9.3 days lost translate to 2.4% of gross annual payroll, or $16.6 billion for Canadian employers in 2012.
Over the past year or two, plan sponsors have likely noticed drugs treating rheumatoid arthritis (RA) suddenly appearing in their listing of top therapeutic classes by cost for their paid drug claims. As RA is a leading cause of disability and can be a significant claims cost driver, it’s important to understand how RA impacts those who have been diagnosed with it and what employers can do to support positive health outcomes for their employees with this disease.
A new research centre aims to develop evidence-based policy options that will allow Canada’s current disability policy system to provide better income support and labour-market engagement for people when they are injured, ill or disabled.
Debra Wight, manager of employee health, safety and benefits for the municipality of Richmond Hill, Ont., has definitely followed one rule from All I Really Need to Know I Learned in Kindergarten: play fair.
While Canada has made great strides in equal opportunity employment, companies might still be inadvertently discriminating against disabled individuals.
The rising costs of absenteeism and disability have compelled many organizations to put a new emphasis on actively managing disability claims in their organization. Consequently, employers are increasingly asking their insurers or third-party disability adjudicator to share information about a claim or a claim’s progress so that they might better manage the employee’s absence and eventual return to work.