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A large Northeast hospital system with 2,200 employees at various sites.
Prior to Work & Well, voluntary short-term disability (STD) and Family and Medical
Leave Act (FMLA) were handled internally by Human Resources (HR)/Benefits and Employee
Health departments.
An employee with a history of frequent absenteeism requests
intermittent FMLA to care for her asthmatic son.
Work & Well approved the intermittent FMLA. However, after six weeks, we noticed the
employee – who worked part-time Wednesday through Friday – was taking many Wednesdays and Fridays off.
Work & Well’s nurse case manager wrote the employee’s physician, listing the days the employee
missed and requesting confirmation that the pattern was consistent with her son’s condition.
The physician reported the absences were NOT consistent with the son’s condition and that he
(the physician) had not seen the son for nearly eight months.
Work & Well requested that in the future supporting documentation
from the employee be required for each subsequent absence.
The employee has not taken any intermittent FMLA time since
this documentation was required.
The employee had a history of using nearly all her FMLA time in a given 12-month period.
So in addition to saving the direct cost of each day out of work, the hospital reduced
overtime and temporary personnel cost, increased productivity, and improved department morale.
Company-wide, after one year, Work & Well reduced time out of work by nearly 20%.
This resulted in an estimated annual savings of $400,000.00 in benefits, temporary help,
and overtime costs.
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