The Pulpstream Platform

When an employee gets injured on the job, the most important thing is to provide them with prompt and appropriate medical attention. But that’s not the only thing to consider when handling a work injury. It’s important to report any work-related injuries promptly and file a workers’ compensation claim so the injured employee can receive the care they need and get reimbursed for lost wages and medical expenses.

The Americans with Disabilities Act (ADA) entitles eligible employees with a disability to receive reasonable accommodations that allow them to perform the essential functions of their job. Employees may be eligible for a workplace accommodation for pregnancy, ADHD, autism spectrum disorder, PTSD, and many other conditions.

Learning about an employee’s pregnancy can raise difficult questions for any business. How do you support your employee’s needs during pregnancy while also keeping your business running smoothly? Unlike other health and medical conditions, which tend to fall under the purview of a single set of laws or leave of absence policies, pregnancy accommodations at work are guaranteed by multiple state and federal laws.

The days of an employee working at one company for their entire career are long gone, and even the most successful employee relationships have a beginning and end. According to data from the U.S. Bureau of Labor Statistics, the average person will work around 12 jobs and spend an average of four years with each employer.

Returning to work after an injury, illness, or workplace incident can be a hard transition, but having a comprehensive return-to-work plan makes the process easier. In addition to streamlining communication and ensuring regulatory compliance, a return-to-work plan allows you to offer a phased approach to support workplace reintegration.

Determining that an employee qualifies for leave under the Family and Medical Leave Act (FMLA) may seem straightforward, but that isn’t always the case. Sometimes you may need to ask for additional information, and in other cases, the employee may not qualify for FMLA leave after all. Providing the employee with an FMLA designation notice is just one part of the process of managing FMLA leave.

When promoting employee well-being in the workplace, it’s important for HR teams to know what their obligations are for specific mental illnesses and medical conditions. The Americans with Disabilities Act (ADA) entitles employees to reasonable accommodation for any “physical or mental impairment that substantially limits one or more major life activities.” But what are reasonable accommodations for PTSD?