Employers may be well-versed in their own responsibilities, but are you aware of your employee’s obligations in the return to work process when they’re absent for illness or injury?
Your employee doesn’t have to stay off work until completely recovered. You can establish an appropriate graduated return to work and benefit from their contributions while avoiding the danger of them not returning at all.
How far must employers go to accommodate employees with medical demands? There are a couple of standards to compare yourself against.
How do you combat the effects medicalization has on your employees and your company? It’s a complicated problem addressed in our webinar: Medicalization: How to Avoid an HR Train Wreck!
Medical conditions or accidents can cost a company money on top of affecting the employee’s quality of life. But what about when the condition doesn’t need to be a condition at all?
Employers may find employees off work due to a host of subjective conditions that can’t be objectively verified by medicine, but nonetheless get treated as medical problems. Here’s what employers should watch out for.
You can reduce the cost of a workplace injury. Independent Medical Assessments give you the information you need to ensure a faster, safer, return to work for you employees.
When an accident happens in the workplace, the employer stands to lose money. But where do these costs come from? And what can you do to reduce them?
Medicine itself can get cancer: it’s called medicalization. It can complicate workplace absence issues and create patients dependent on treatment where problems don’t really exist.
Western Medical Assessments announces that it’s an official supplier of Alberta Motor Transport Association. We specialize in bringing clarity to cases of workplace medical leave, and help trucking companies get workers back safely and swiftly.