Nonprofit association in Midwest with 1,000 employees located in satellite offices across country. The company handled disability leaves in-house before turning over its short-term disability (STD) and Family and Medical Leave Act (FMLA) leaves over to Work & Well.
An employee was out on pregnancy leave. When she was due to return, Work & Well received a request from the employee’s OB physician for another three months of leave time.
Our case manager contacted the employee. She stated she had severe post-partum depression, but she would not follow her OB physician’s advice and seek psychological counseling. Over the course of several conversations, the case manager became increasingly concerned by the employee’s numerous comments about hurting the baby.
Work & Well denied the leave extension request because the condition was psychological and needed to be treated by a psychologist or psychiatrist if pay was to continue. The case manager explained this to the employee, who very reluctantly made an appointment with a psychologist and needed to be treated.
After her first appointment, the employee called the nurse to thank her for forcing the issue and making her seek the help she needed. The employee subsequently returned to work within three weeks of her appointment with the psychologist.
The employer saved nine weeks of benefit costs, in addition to the indirect costs of overtime, temporary employees, department morale, etc. More importantly, the employee received the appropriate treatment and the employer had a healthier, happier employee.