INSIGHTS TO HELP
IMPROVE
COMPLIANCE,
REDUCE RISK AND CONTROL COSTS
Get even more insights with the full report.
EMPLOYERS AREN'T CONFIDENT ENOUGH ABOUT COMPLIANCE
Many employers aren’t confident in how they’re managing FMLA and ADAAA compliance. Some don’t understand the changing laws. Others know they aren’t keeping up with best practices. And far too many are underestimating the risk of employee complaints or lawsuits.
COMPANIES ARE UNDERESTIMATING THE RISK
of employers perceive the risk of employee complaints or lawsuits as low
62%
Employers are experiencing a large number of complaints — complaints that have proven to be costly. So what is the disconnect between perceived risk and actual experience?
EMPLOYERS NEED HELP KEEPING UP WITH ABSENCE AND DISABILITY LAWS
of companies say that with so many absence and disability laws and guidelines, it’s hard to know which ones apply
The changing world of compliance laws can be confusing. It’s easy for companies to feel overwhelmed and unsure of which laws apply to them. And when they don’t understand the laws, it’s easy to underestimate the risk. But with help, employers can better understand current laws and protect themselves from potential lawsuits.
CHALLENGES MANAGING EMPLOYEE ABSENCES
need help keeping up with changing laws
unsure when chronically absent employees can be legally let go
CHALLENGES MANAGING EMPLOYEE DISABILITIES
need help keeping up with changing laws
unsure when chronically absent employees can be legally let go
CHALLENGES MANAGING ADAAA
unsure what counts as an "umdue hardship" for an employer
aren't sure what counts as a "reasonable accommodation"
NOT KEEPING UP WITH BEST PRACTICES ADDS TO THE PROBLEM
Best practices are a vital part of protecting a company from complaints and lawsuits. But in the ever-changing world of compliance, employers may need a little help keeping up.
need help keeping up with absence and disability management best practices
of employers believe they’re doing an excellent job documenting and managing the requirements of specific jobs
Detailed job descriptions are an ADAAA requirement. But they are also an employer best practice to ensure an employee out on disability receives proper accommodations.
THEY KNOW THEY COULD BE DOING A BETTER JOB
Ranked themselves as excellent for FMLA management
Maintaining employee confidentiality
Communicating rights and responsibilities to employees
Training supervisors and managers
Maintaining employee confidentiality
Ranked themselves as excellent for FMLA management
Communicating rights and responsibilities to employees
Training supervisors and managers
A formal compliance program can help reduce the risk employers face — a risk many don’t appreciate before having a program in place. It can also help employers control costs by boosting employee productivity. Each year, missed work costs companies a combined $225.8 billion in productivity losses.3
FORMAL PROGRAMS MAKE A BIG DIFFERENCE
of employers say that formal absence and disability programs help control costs and reduce exposure to risk
EMPLOYEE PRODUCTIVITY IMPROVEMENT
report that a formal absence program improves productivity
report that a formal disability program improves productivity
Want more insights and information on controlling costs and reducing compliance risk?
Download our full Absence and Disability Readiness Index report.
1 Employers Face Litigation Threat in FMLA Cases, Disability Management Employer Coalition, 2014, http://dmec.org
2 For large companies of 2,500+ employees
3 Workplace Health Promotion, National Center for Chronic Disease Prevention and Health Promotion, 2016, https://www.cdc.gov/chronicdisease/
The Standard is a marketing name for StanCorp Financial Group, Inc. and subsidiaries. Insurance products are offered by Standard Insurance Company of Portland, Oregon, in all states except New York. Product features and availability vary by state and are solely the responsibility of Standard Insurance Company.
© 2019 StanCorp Financial Group, Inc.
INSIGHTS TO HELP
IMPROVE COMPLIANCE, REDUCE RISK AND CONTROL COSTS
Get even more insights with the full report.
EMPLOYERS AREN'T CONFIDENT ENOUGH ABOUT COMPLIANCE
Many employers aren’t confident in how they’re managing FMLA and ADAAA compliance. Some don’t understand the changing laws. Others know they aren’t keeping up with best practices. And far too many are underestimating the risk of employee complaints or lawsuits.
COMPANIES ARE UNDERESTIMATING THE RISK
62%
of employers perceive the risk of employee complaints or lawsuits as low
Employers are experiencing a large number of complaints — complaints that have proven to be costly. So what is the disconnect between perceived risk and actual experience?
EMPLOYERS NEED HELP KEEPING UP WITH ABSENCE AND DISABILITY LAWS
of companies say that with so many absence and disability laws and guidelines, it’s hard to know which ones apply
The changing world of compliance laws can be confusing. It’s easy for companies to feel overwhelmed and unsure of which laws apply to them. And when they don’t understand the laws, it’s easy to underestimate the risk. But with help, employers can better understand current laws and protect themselves from potential lawsuits.
CHALLENGES MANAGING EMPLOYEE ABSENCES
need help keeping up with changing laws
unsure when chronically absent employees can be legally let go
CHALLENGES MANAGING EMPLOYEE DISABILITIES
need help keeping up with changing laws
unsure when chronically absent employees can be legally let go
CHALLENGES MANAGING ADAAA
unsure what counts as an "undue hardship" for an employer
aren't sure what counts as a "reasonable accommodation"
NOT KEEPING UP
WITH BEST PRACTICES ADDS TO THE PROBLEM
Best practices are a vital part of protecting a company from complaints and lawsuits. But in the ever-changing world of compliance, employers may need a little help keeping up.
need help keeping up with absence and disability management best practices
of employers believe they’re doing an excellent job documenting and managing the requirements of specific jobs
Detailed job descriptions are an ADAAA requirement. But they are also an employer best practice to ensure an employee out on disability receives proper accommodations.
THEY KNOW THEY COULD BE DOING A BETTER JOB
Ranked themselves as excellent for FMLA management
Maintaining employee confidentiality
Communicating rights and responsibilities to employees
Training supervisors and managers
Ranked themselves as excellent for ADAAA management
Maintaining employee confidentiality
Communicating rights and responsibilities to employees
Training supervisors and managers
FORMAL PROGRAMS MAKE A BIG DIFFERENCE
of employers say that formal absence and disability programs help control costs and reduce exposure to risk
A formal compliance program can help reduce the risk employers face — a risk many don’t appreciate before having a program in place. It can also help employers control costs by boosting employee productivity. Each year, missed work costs companies a combined $225.8 billion in productivity losses.3
EMPLOYEE PRODUCTIVITY IMPROVEMENT
report that a formal absence program improves productivity
report that a formal disability program improves productivity
Want more insights and information on controlling costs and reducing compliance risk?
Download our full Absence and Disability Readiness Index report.
1 Employers Face Litigation Threat in FMLA Cases, Disability Management Employer Coalition, 2014, http://dmec.org/2014/08/07/employers-face-litigation-threat-in-fmla-cases/
2 For large companies of 2,500+ employees
3 Workplace Health Promotion, National Center for Chronic Disease Prevention and Health Promotion, 2016, https://www.cdc.gov/chronicdisease/resources/publications/aag/workplace-health.htm
The Standard is a marketing name for StanCorp Financial Group, Inc. and subsidiaries. Insurance products are offered by Standard Insurance Company of Portland, Oregon, in all states except New York. Product features and availability vary by state and are solely the responsibility of Standard Insurance Company.
© 2019 StanCorp Financial Group, Inc.