Return-to-work programs that help employees resume their occupation after an injury or illness are among the most popular and helpful practices employers can use to accommodate disabled workers, according to a study.
Flexible work options are also effective and appreciated. Research was conducted by the Society for Human Resource Management (SHRM) and the Cornell University ILR School Employment and Disability Institute. About 81 percent of respondents indicated they have a return-to-work or disability management program.
Half of those with initiatives for employees returning to work indicated they were very effective, and more than one-third stated they were somewhat effective. Of respondents, 60 percent had flexible work arrangements and 47 percent of those said they were effective, SHRM reports.
There are some difficulties in implementing and assessing disability and related measures, because employees do not necessarily disclose having a disability. As a result, encouraging confidential notification is considered an important step by some. While it was relatively uncommon, a high percentage of employers who had disability-oriented Employee Resource Groups considered them effective. When designing and setting up disability policies and programs, employers should be careful to avoid HR compliance issues.
