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ReedGroup Acquired by Alight
Joining Alight expands the range of offerings we can make to our shared and future clients, giving us the ability to make unparalleled innovations in the areas of health and wellbeing. Kevin Curry, formerly Chief Revenue Officer at ReedGroup. Read the press release here.
Empowering Leaders to Support Their Employees Mental Health
In 2022, mental health in the workplace is among the hottest topics for employers around the world. The Mental Health Commission of Canada has identified that every week in Canada, an estimated 500,000 employees are off work due to mental health issues. MHCC further reported that mental health issues account for more than $6 Continued
Looking Ahead: Workers Compensation in Ontario
As 2022 starts to draw to a close, the Ontario Workplace Safety and Insurance Board has released some important updates for employers to note for the year ahead. 2023/2024 WSIB Employer Updates On October 20, 2022, the WSIB announced that the average premium rate for Ontario businesses in 2023 will remain steady at $1.30 Continued
Best Practices in Accommodation
Top Highlights from the Workplace Accommodations Now and In the Future Webinar
Assessing Exposure To Mental Illness Risk
Director of Sales & MarketingPresagia
Mental illness, a common workplace concern, is the leading cause of disability in the United States.1 Employees dealing with mental illness may find themselves unable to perform and often take leaves of absence to cope. One in five U.S. employees suffers from mental illness, leading to a loss of 217 million work days1 and up to $500 billion in productivity annually.2
Mental illness can be difficult for employers to identify. Stigma surrounding mental illness may prevent employees from self-identifying, due to fear of losing their job, being isolated by coworkers, or other perceived repercussions.1 Although laws prevent employers from gathering sensitive health information from employees, data from your leave management efforts can help you appropriately target interventions.
Begin by educating yourself on the various factors that drive workplace mental health problems. Stress is a risk factor in any workplace physical and mental illnesses can develop from extended or excessive stressors.3 Stress can lead to excessive absences. In the 2017 Mental Health Americas Workplace Health Survey, 33% of respondents attributed workplace absences to stress. Key contributors to employee stress include workload, expectations, management, and team relationships.
Next, establish goals for your investigation. For starters:
Demographic And Disability Characteristics
The following variables were abstracted from the IBMs MarketScan databases: age, sex, geographic location, employees job industry , employees insurance plan, whether the employee was salaried or in a union, whether the employee experienced an inpatient stay during their index leave, the number of outpatient psychiatric visits in the year prior to index leave, previous work leave, and the presence of a comorbid chronic condition in the year prior to the index leave.
Psychiatric visits included psychiatric diagnostic services, psychotherapy , psychiatric advice, and therapeutic psychiatric services. Comorbidities were defined using the ICD-9-CM diagnosis groupings in Quan et al. . Geographically-derived variables were generated for each record by linking the Metropolitan Statistical Area or, if unavailable, the county with data from the 20072011 American Community Survey to get the five-year average values for median household income, population density , and percent of residents with at least a college degree. These data were abstracted from the Census application program interface with the ACS package in R.
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LeavePro® is our highly secure, enterprise-wide SaaS that easily tracks, manages, and automates your companys leaves and absences, including intermittent leaves. LeavePro® is the most trusted, best-in-class, single platform software in the industry.
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The Results Of Mindbeacons Return
When we last checked in with MindBeacons therapists, Sandra was learning to introduce effective communication skills at work so that she felt equipped for productive conversations with her boss once she was ready to return. She began to learn to advocate for herself and discuss ways she could be supported to manage the increased target changes at work.
MindBeacons Return-to-Work program not only helped Sandra to successfully transition back into the workplace, but it also helped her learn new skills to manage her stress and anxiety, while improving her ability to perform her job efficiently.
Contact us to learn more about MindBeacons RTW program and the benefits for your employees.
Information provided on this blog is intended for general educational use. It is not intended to provide medical advice. ReedGroup does not provide medical services. Consult a physician for medical advice on this or any other topic.
How To Register At Targetpayandbenefits Portal
Formulating an account on the TargetPayandBenefits Login portal is very simple for Target employees. The registration steps to follow at the official Target Pay and Benefits Login portal are mentioned hereby:-
- Visit the official portal site at www.targetpayandbenefits.com.
- The official site will be redirected to the new page, which is the sites prominent page.
- If employees are new user, select the Employee Registration option and enter the relevant sections four-digit social security number.
- Now click on the Next tab and formulate the TargetPayandBenefits.com Login credentials like username and password.
- When employees have finished all these processes, click the Submit tab to complete the registration procedure.
Employees have now registered their TargetPayandBenefits account, which can be accessed online by the steps mentioned below.
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New Reedgroup Public Health Solution For Large Employers Covid
Outsourced accommodation management helps employers adapt to the pandemic
WESTMINSTER, Colo.—-ReedGroup®, a leading provider of disability and absence management, today announced a new Public Health solution to help employers address and manage COVID-related absences, exemptions, and accommodations for their workforce, in light of the COVID-19 pandemic.
Included in the new Public Health solution:
- Expanded ADA-related leave services that now cover accommodations for employees who cant return to the workplace because they are medically unable to receive a COVID-19 vaccine,
- Management of employees requests for religious exemptions from vaccine requirements,
- Management of requests for other accommodations related to public health issues, such as working from home to avoid exposure in order to protect the health of someone at home,
- Reporting that provides detailed, anonymized insights to allow employers to plan for future absences based on current data, and helps employers understand their workforce and make informed decisions about the pandemic and its impact on staffing.
The company will offer vaccine and test tracking in early 2022, to allow employers to verify employees vaccine or test status digitally and securely.
ReedGroup, a wholly owned subsidiary of The Guardian Life Insurance Company of America®, is a leading leave of absence management organization providing outsourcing, software, and services to nearly half of the Fortune 100 companies.
Defining Index And Recurrent Leaves
Index leaves were defined as the first work disability with a CMD as the primary diagnosis. For individuals who never experienced a CMD-related leave, the index leave was defined as the first disability episode for a chronic condition. The index leave for individuals without either a CMD or chronic condition was defined as the first mention of a non-chronic condition/injury. The Healthcare Cost and Utilization Projects Chronic Condition Indicator was used to determine if a condition was considered chronic. The index leave absence dates had to occur between 20082013, and the individual had to be eligible for short-term disability benefits in the year prior to the index leaves start date and the year after the index leaves return-to-work date. The median follow-up time prior to the index leave was 2.7 years. If an individual immediately transferred to long-term disability, the end of the long-term disability leave was used as the index leaves end date was. A recurrent leave was defined as a subsequent leave at any point after the index within the follow-up period. Disability durations for index and recurrent leaves were calculated as the number of calendar days between the first absence and return to work dates.
Also Check: How Much Can I Get On Disability
Target Updates Benefits In Wake Of Coronavirus
Target is changing up its employee benefits as the coronavirus pandemic presses on.
The retailer said this week it will give all its employees access to a backup family care benefita plan that was previously offered to some Target workersto help employees through the pandemic.
In the face of school and other care-facility closures, backup care will be available to all, including frontline team members who are doing so much right now, Target CEO and Chairman Brian Cornell said in a statement.
Target rolled out a backup daycare benefit last fall, providing workers with 20 days of in-center childcare or in-home child- and eldercare through a partner network. In light of coronavirus, the retailer is waiving eligibility requirements, copays and other program details.
Childcare benefits are getting more attention in recent days, as schools throughout the country have closed, leaving employees who must go to work struggling to find care for their children.
Cornell also said this week that the company is encouraging all employees who are able to work remotely to do so.
The updated family care benefits join other changes Target made late last week. Those include temporarily waiving the absenteeism policy for employees who experience flu-like symptoms or who are affected by school or daycare closures and implementing quarantine pay and confirmed illness pay, both lasting 14 days.
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We offer years of employment labor law and absence regulations expertise. We understand policies across the U.S. and we actively track all proposed or pending legislation, compliance regulations and deadlines.Learn More
Our proprietary MDGuidelines is at the heart of what we do. The solution takes a holistic approach to absence management and ensures the consistent application of evidence-based guidelines, treatments and recovery timeframes. This results in better outcomes, a tangible ROI and enhanced employee experiences.