Transcript PRESENTATION NAME

The Value of Attendance Support
Annette Patterson
Director, Health Management Solutions
Outline….
• Organizational culture
• Proactive Employer Approach
• Attendance Support ~ the Big Picture
• inConnection
• Success Story
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Organizational Culture
Understanding the issue ……..
Do you have an absence policy?
What does it say?
Is it …
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Disciplinary in tone
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Inconsistent and ineffective
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Lacking a formal process to support
managers and/or employees
Resulting in a….
Culture of Entitlement
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Or is it …
Understanding the issue …
 Proactive instead of reactive
 Supports the philosophy of a safe return to work policy;
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focus on a healthy and safe work environment
modification of duties and work programs
accommodation
occupational therapy assessments
early return to work
team approach
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Reality Check
Absenteeism costs are on the rise……..
The average duration for long-term sick leave in Canada
is 11 weeks ~ early intervention is the key**
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Improved productivity
Reduced costs for absenteeism
Attraction & retention tool
Changes attitudes towards entitlement
Measurable results
Assists in developing solutions
• addressing workplace issues
• wellness initiatives
A good
organizational health
strategy includes an
attendance
management
policy
Absenteeism is often not the problem but a symptom
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***Source: Statistics Canada, 2004
Proactive employer approach …
Cooperation is key…
• Employees
Enhance existing programs…
• Managers
• Forms
• Doctors
• Procedures (fair/practical policies)
• Occupational Health & Safety
• Compliance with regulations &
guidelines
• Union
Realize employer rights…
• Obligations of employees
• Setting and abiding by workplace rules
• Be real, be fair, consistent and be
proactive….
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Why Offer Attendance Support?
Provides the opportunity to identify the
• scope of absenteeism within the company
• real reasons why people are missing time
• impact of interventions (benchmarking)
through measurement
• issues with return to work initiatives
• other resources that can be utilized within
the community to support employees
• opportunities to integrate data from other
sources (engagement surveys, HRA, EAP)
Essential in the
development of a
business strategy
and particularly
important during
these economics
times – “doing more
with less”
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Dollars and Sense of Absenteeism
Indirect Costs
Direct Costs
• customer dissatisfaction
• sick time
• overtime
• replacement workers
• short-term disability
=
+
• disruption of work teams
• increased workplace stress
• reduction in morale
• missed deadlines
• lost productivity
• quality assurance
• time to find replacement worker
• strategic leadership time lost
Employers pay in lost productivity &
Employees pay with their health
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What lies beneath?
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Attendance Support ~ the Big Picture
Issue Identification
Health Experience
Absence Reasons
Cardiovascular
Gastrointestinal
Cholesterol Lowering
Antidepressants
Diabetes
Physiotherapy
Massage Therapy
Cold and Flu
Surgery
Work Related Issue
Mental Health
Gastrointestinal
Migraine
Musculoskeletal
EFAP Accesses
Personal Emotional
Family
Relationship
Work Issues
Situational Stressors
Legal
Financial
Nutritional
HRA Data
Weight Management
Fitness
Nutrition
Coronary Risk
Work Content
Work Culture
Reward & Recognition
Back & Neck Pain
Identify links in data sources and where change can be
“measured”
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Success Criteria
1.
Sustained reduction in absenteeism
2.
Participation rate of 95%
3.
Support perceived by employees as a value added
service
4.
Support from human resources team
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Enhanced process for:
a.
b.
c.
Tracking Absences
Capturing Reasons for Absence
Statistical Analysis of Data
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Experience yields results..
Medavie Blue Cross has been successfully
delivering attendance support for over 10 years
• inConnection has provided support to clients in various industries and
differing population sizes (<100-4,000) in both unionized and non-
unionized workforces
• We are proud to promote the success we have achieved in partnership
with our clients over the past decade
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A Collaborative Partnership
Employee
Employer
&
Union Reps
Health Assessment
& Benefits
inConnection
Rehabilitation
Programs
Attending
Physicians
inConfidence
EFAP
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What is inConnection?
Tracking
Attendance Support Services
Reporting Measurable
Outcomes
Program Implementation
Strategies
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Our Philosophy
To make a connection
To maintain confidentiality
To be supportive
To be understanding
To be non-punitive
To be solutions oriented
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Attendance Support
Non-punitive
Team effort
Medavie Blue Cross
inConnection
Philosophy
Maintain Confidentiality
Organization’s
Attendance Policy
and Procedures
Supportive
Proactive
“Early Intervention is the Key”
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inConnection Process
Individual Situational Assessment
Health
Personal
Low Risk
Medium Risk
• Straight Forward
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• Cold/Flu
• Call with no follow
up required
Chronic illness
Medical diagnosis
RTW unclear
Case management
Activity required
Work
High Risk
• Subjective Diagnosis
• Mental/nervous
• Work Issues
• Employer Involvement
• Regular contact
and follow up needed
inConnection Care Management
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The inConnection Contact Process
Employee calls work to report they
will be away from the workplace
Information is entered into the
inConnection system
inConnection case manager calls to
offer support on the 3rd consecutive
day and/or the 6th cumulative day of
absence
Individual wellness
plans are developed
with the employee
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Our experience and dedication is
what makes us successful . . .
and it shows in the results
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Success Story
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Long Term Care Facility
– 36 residents requiring 24 hour care
– 31 year history with connection to Regional Health Authority
40 permanent & 17 casual employees comprised of:
– Nursing (RN’s/LPN’s & Resident Attendants), dietary, housekeeping,
recreational and maintenance personnel
Union environment
99% female staff
Average age of staff is 44
The Goals:
•Reduce trend on sick leave usage
Shift work
•Support organization’s Attendance Policy
35% of staff smoke
•Become a leader in their field
Average 15-30 minute commute to work •Provide reporting and analysis that current payroll
system could not
Located in a small community of
•Ability to make recommendations to support
organizational health strategy
692 residents
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The challenges…
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Commitment of staff, union and key leaders
Communication
Had not exhausted “duty to accommodate”
Thoughts of program being punitive
Small community
Workplace respect
Culture of entitlement
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Enhancing current policies
Internal Attendance Policy
1.
Preliminary meeting with employer
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2.
Bring concerns to the forefront
Recognize the need for interventions
Quarterly employee meetings
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Attendance management review & implementation of
interventions (duty to accommodate, medical interventions,
ergonomics assessments, EFAP referrals, etc.)
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Build employee/employer relationships
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2 month meetings if required
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Possible immediate interventions (modify work schedules,
ergonomics, duty to accommodate)
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The feedback…
• Reports triggered the stage 1 follow up with internal program
• Union, Senior Management and HR have embraced program
fully
• Internal communication improved
• Program provided feedback on employees that required
immediate attention
• The organizational culture has changed
• Program has demonstrated no terminations
Linkage to all other programs for
additional resources
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Employee Health – a calculated risk
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Employee support services
Disability Management
Attendance Support
(Medavie Blue Cross)
(inConnection)
Workers’
Compensation
(inConnection)
Organizational Health
Programs:
EFAP (inConfidence),
Health Risk Screenings,
Wellness Initiatives
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Attendance Support
The Importance of Measurement
“If you can’t measure it, you can’t understand it.
If you can’t understand it, you can’t control it.
If you can’t control it, you can’t improve it.”
James Harrington
The Improvement Process
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Thank you…
Questions?
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