2014 has come and gone – what a year for leave management!
In a field that changes so rapidly, it’s often hard to keep track of the latest developments in leave management. But with a brand new year ahead of us, it’s important to look back and learn from 2014’s biggest leave management challenges. So what was everyone talking about last year?
1. The paid sick leave movement took off across the country.
At the beginning of the year, only 4 jurisdictions had paid sick leave laws. 12 months later, 19 jurisdictions have enacted laws and many more are in the works. Does your city or state require paid sick leave? Find out which ones joined the trend in 2014.
2. The ADA continued to confuse and scare employers.
High-profile court cases in 2014 did little to assuage employers’ fears of the ADA and its less-than-crystal-clear requirements. How can you protect your organization from a dreaded EEOC visit? Check out our new ADA guide to learn best practices for the ADA and its interaction with the FMLA.
3. The EEOC releases controversial guidance on pregnancy discrimination.
In July, the EEOC issued enforcement guidance that interprets the PDA, ADA and Title VII of the Civil Rights Act. Our blog post from August explains why the guidance is controversial and its implications for leave management. For other pregnancy-related questions, check out our whitepaper!
Happy New Year! We look forward to seeing what 2015 has in store.
API Healthcare has partnered with Presagia to provide Time and Attendance clients with an integrated solution to manage compliance with leave and disability regulation, including the FMLA and ADA. Presagia monitors and manages 450 pieces of federal and state legislation and updates these monthly in its Compliance Engine. This drives workflow automation and decision support to enhance leave processes and reduce costs, curb absence abuse and improve compliance. Presagia is a featured guest blogger, discussing absence management, disability management and leave compliance.
The workforce accounts for nearly 55% of hospital operating costs. Yet, many organizations rely on manual processes or antiquated automation to manage scheduling and workforce-related data. It’s time for a new approach. Based on experience with thousands of clients, API Healthcare has developed a three-phase approach to workforce operational management that delivers both short- and long-term results.
- Phase 1: Build the Foundation – Invest in a standardized, streamlined, automated workforce management system that delivers streamlined workflows for processes such as creating schedules, filling staffing holes and monitoring overtime.
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- Phase 3: Transform Workforce Management – With workforce data readily available for better decision-making, the entire organization is empowered to make more accurate predictive decisions that optimize the valuable workforce resources during each and every shift. Gain clarity of vision around the impact that staffing decisions have on both the bottom line and patient outcomes so that effective changes can be made proactively.
Take a look at this video that explains how this transformational approach to workforce management can help your organization move from surviving to thriving.