How would providing health and dental coverage to all employees with disabilities until they reach the termination age of the long-term disability plan affect the sustainability of the benefits program?
Read: How to successfully reintegrate a returning worker from disability leave With the rising costs of prescription drugs and an aging workforce, it’s an area that’s ripe for a thoughtful review.
Chas: I think that the title itself gives one an indication that as an advisory piece, this article falls short.
A disability management policy should include the following aspects: Read: Why engagement is critical to managing short-term disability leaves The provision for continuation of benefits within a disability management policy should clearly state the approach for all employees should they become disabled.
Doing so ensures fair and equitable treatment for all employees, helps manage expectations and makes clear the employer has a standard practice for all employees without discrimination.
The employer may need to keep the current approach in place for employees already on disability and look at any new policy regarding benefits continuation as pertaining to future claims.
Kim Siddall is an associate vice-president with Aon.
As a result, it needs a well-written human resources policy to set out its intentions and practices.
Read: How to handle a workplace accommodation The human resources policy that will govern continuation of benefits can also include the rules of engagement for disability management in general.
She has more than 20 years of experience in the health and benefits industry.
These are the views of the author and not necessarily those of Benefits Canada.
How an organization chooses to approach the issue is unique to its culture and benefits philosophy.
When an organization determines the parameters of continuing benefits for employees with disabilities, it should be aware of its obligations in determining service or vacation accrual, as well as pension contributions, regardless of whether the program is a defined benefit or defined contribution plan.
A few contracts also include provisions to waive premiums for extended health and dental benefits. For most extended health and dental benefits, the decision to continue benefits during a disability is in the hands of the employer, as long as it meets the legal requirements.