Get access to the exclusive HR Resources you need to succeed in 2018.
Sign up for free email newsletters and get more SHRM content delivered to your inbox.
Is your employee handbook keeping up with the changing world of work? With SHRM's Employee Handbook Builder get peace of mind that your handbook is up-to-date.
Build competencies, establish credibility and advance your career—while earning PDCs—at SHRM Seminars in 14 cities across the U.S. this fall.
Gain the skills you need to rise to the next level in your career. Jon us at SHRM's Leadership Development Forum, October 2-3 in Boston.
Companies with integrated plans experienced 11 percent better return-to-work rates
Employees who have medical and disability coverage and who suffer a short-term disabling illness or injury spend less time away from work on medical leave than those without the integrated program. So concludes insurance firm CIGNA's 2010 Integration value Study, comparing integrated and nonintegrated disability and medical plans.
“Reining in costs associated with employee absence is an imperative for employers,” saidMark Marsters, senior vice president, Group Operations, for CIGNA. “Integrated disability and medical programs provide more opportunities to encourage and engage employees to improve their health and reduce disability absence, which benefits the employees as well as their employers.”
• Were absent 20 percent less than those who had disability coverage alone.• When taking short-term disability leave, required on average 13 fewer days of disability time than those who did not have access to an integrated program.• Experienced an 11 percent better return-to-work rate than those without the integrated plan.
• Were absent 20 percent less than those who had disability coverage alone.
• When taking short-term disability leave, required on average 13 fewer days of disability time than those who did not have access to an integrated program.
• Experienced an 11 percent better return-to-work rate than those without the integrated plan.
If each day of disability costs an employer $159 in direct and indirect costs (assuming an average benefits loaded average hourly wage of $29.71 and a 60 percent short-term disability benefit), a company with 5,000 employees covered with medical and disability programs could expect 2,500 fewer days of disability, representing nearly $397,500 in direct cost and productivity savings.
Chronic Care, Too
In addition to disability and health coverage, a chronic care program that provides education and coaching support is an important component of an integrated approach. According to a separate study conducted by CIGNA, chronic care participants who experience a disability missed nearly four fewer days than those with chronic conditions who did not participate in the program, and program participants had a higher return-to-work rate.
“Preventing illness or injury doesn’t stop once an individual begins a short- or long-term disability absence. One condition can lead to another,” said Jeffrey Kang, CIGNA's chief medical officer. “Proper coaching and other steps can help prevent an individual’s difficult situation from becoming worse. As the study shows, an integrated medical and disability program creates a more coordinated effort to help individuals return to work and stay healthy and on the job.”
Stephen Miller, CEBS, is an online editor/manager for SHRM.
You have successfully saved this page as a bookmark.
Please confirm that you want to proceed with deleting bookmark.
You have successfully removed bookmark.
Please log in as a SHRM member before saving bookmarks.
Please sign in as a SHRM member before saving bookmarks.
Please purchase a SHRM membership before saving bookmarks.
An error has occurred
Recommended for you
SHRM Member Discounts Program
SHRM’s HR Vendor Directory contains over 10,000 companies