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How to Solve Complex Disability Management Issues in Indigenous Organizations?

How to Solve Complex Disability Management Issues in Indigenous Organizations?

It is no secret to employers that managing short-term, long-term, and occupational disability, as well as other absence-related matters, can be overwhelming – even at the best of times. It is not uncommon for a seemingly simple case to quickly develop into a much more complex and challenging one, for even experienced HR or health & safety professionals. Entrusting your disability claim management to experts in the field alleviates the administrative burden from your organization while guaranteeing exceptional results.

From the onset of a claim through to its conclusion, Disability Management Companies (DMC) proactively manage occupational, non-occupational injuries and illnesses with personalized recover-at-work solutions.

The following benefits are usually provided to our clients through our third party disability management providers:

  • A collaborative review of your company’s return-to-work policies and procedures to ensure best practices are in place. This includes establishing/understanding job demands, modified duties and developing comprehensive “Employee return to work” plan development for current and future use.
  • Management, record-keeping and constant stakeholders communication from onset of a disability to its conclusion.
  • Comprehensive custom reporting includes, but is not limited to, claims activity reports, trend analyses, cost projections, forecasts and annual report summaries.

“ Unfortunately, waiting for appointments and diagnostic procedures is standard practice in Canada’s public health care system. Disability Management services can alleviate the administrative burden from your organization while guaranteeing exceptional results.

At Eagle Bay Financial Services, we believe the key to reducing cost and lost time by prioritizing your organization and employees is critical for effective health management. Your team members` speedy recovery directly translates into an early and safe return to work.

Unfortunately, waiting for appointments and diagnostic procedures is standard practice in Canada’s public health care system. In response to this barrier, we would like to introduce you to one of our Disability management partners, TeksMed!

TeksMed Services Inc. is an industry leader with over 25 years of disability management experience. TeksMed offers Expedited Health Care with occupational and non-occupational programs at no additional cost. Early access to health care prevents any delays to diagnosis and treatment, which could otherwise impede the employee from returning to work safely and swiftly.

With this exceptional solution, your team will enjoy accelerated access to free diagnostic scans and specialist appointments. They will be supported throughout their recovery and receive additional coverage for services such as MRIs, CT scans, and specialist consultations. 

 

In addition to the disability management programs, TeksMed also offers several wellness solutions for organizations to support their employees before absences occur:

QuikCare Thrive is an app-based mental wellbeing program that was developed to help employees build resilience to stress. Users can access mental health support, information and coping techniques anytime and anywhere.

QuikCare Platinum is an employee benefit that can help workers avoid taking time off work by giving them expedited access to health care. Should one of your employees be suffering from a medical condition causing them stress or, perhaps, worry is developing into something that may require a leave of absence, TeksMed can proactively intervene to arrange for diagnostic scans or specialist appointments in a mere matter of days.

We are thrilled to have a strong relationship with TeksMed and happy to offer their services to our valuable clients. TeksMed shares our commitment to expert knowledge, unparalleled services, integrity, and confidentiality. We would like you to see the return on investment through reduced time loss and administration costs in your Indigenous organization.

Inspired by a never-ending quest to be the best, TeksMed continues to set the standard and raise the bar for integrity, innovation and exceptional service. For more information, visit www.teksmed.com.

To get started, contact our Account Managers Jenny Kellet or Denise Perry.

Mina Dingle

Account Manager

Group Benefits

Kathy Cordonier

Account Manager

Group Benefits

Being Proactive with Group Critical Illness Insurance

Being Proactive With Group Critical Illness Insurance- Indigenous Organizations- First Nations
Critical Illness insurance is a “Living Benefit” that provides employees with a Tax-Free lump sum payment upon diagnosis of a critical illness. It is in place to cover them for up to 30 qualifying conditions.  Some group benefits plans may also extend Critical Illness coverage to dependents.  Employees do not have to provide medical evidence to obtain Group Critical Illness.  Group Critical Illness is often much more affordable than individual Critical Illness policies.
Critical Illness insurance is designed to mitigate financial struggles when an individual is unexpectedly diagnosed with a life threatening condition such as:
  • Cancer
  • Heart Attack
  • Stroke
  • Coronary Artery Bypass
    Surgery
  • Multiple Sclerosis
  • and many others.
If employees or their dependants experience a critical illness, the priority will be their health. They may need extra money because of income loss, medical expenses not covered by government plans, home or automobile modifications, alternative care costs and many other unexpected expenses.

 

According to 2017 Canadian Cancer Statistics released by the Canadian Cancer Society, due to tremendous progress in cancer treatment, there have been big gains in survival rates. However, 277,000 people a year will be diagnosed with cancer by 2030 – a 40% rise in cases – led by upsurges in prostate and colorectal cancer cases.

“ It is important to help employees when they need it the most ”

However, a study released by BC Cancer Agency indicates that First Nations men and women experience a higher occurrence of colorectal cancer in age-standardized incident rates. There also appears to be a trend towards increasing numbers of cancer cases for both sexes. For example, the risk for colorectal cancer increases with age, but several lifestyle factors have been linked to the disease, including eating a diet high in red and processed meats, a lack of dietary fibre, a lack of physical exercise, obesity, alcohol, and smoking. Lifestyle changes might be the reason why incidence rates of cancers are rising in adults under 50.
In light of this information, management teams should ask this question to themselves: “Is it important to help employees when they need it the most?”

The Science and Software to Make Your Team Happy and More Productive at Work : Gamification

Organizations have seen the rapid ascent of computing technology for employee well-being in the last two decades. This includes a broad range of applications, employees monitoring and managing their own health, and with games transforming long periods of unrewarding work to something fun.
Organizations have seen the rapid ascent of computing technology for employee well-being in the last two decades. This includes a broad range of applications, employees monitoring and managing their own health, and with games transforming long periods of unrewarding work to something fun.

The term called ‘Gamification’ became popular in the early 2010s, and since then this engaging and behaviour developing new approach is changing our work lives. With Gamification, organizations can;

• transform long periods of unrewarding work to something much more fun by enhancing the overall employee engagement and retention ,

• invest in organizational success by opening new pathways for employees and managers to understand each other’s values and helping managers to create successful teams,

• and make behavioral changes promoting good-natured competition for employees to achieve physical and financial wellness goals. When an employee is hungry, reaching for an apple instead of a candy means mastery, autonomy, and control which are the same motivations for a gamer.

Question is can managers reward their employees with their achievements while lowering healthcare costs and decrease absenteeism?

However, the question is can managers reward their employees with their achievements while lowering healthcare costs and decrease absenteeism?

According to Ross Smith, the Director of Test, Skype at Microsoft, it can be accomplished; however, the attendance to the games should be voluntary. Determining what make things fun for employees is the challenge that managers need to solve. However, once it is figured out, the games increase participation rates and creates transparency and high trust within the organization.

A few years ago, Sun Life Financial created an online tool that incorporates gaming principles to teach plan members about retirement and savings. Users learn about topics at various stages and must pass knowledge quizzes in order to advance. They can also compare themselves with other players on leaderboards and share their progress through social media.

Seeing the benefits of Gamification urge insurance companies to embrace gamification as well. In light of this, one of Canada`s Employee Assistance providers Morneau Shepell released a program called ‘Getting to Your Gold’. The program is specifically designed to help motivate behavioural changes while connecting co-workers and Olympic athletes through an engagement program.

The primary objective of Getting to Your Gold program is to maximize employee engagement for employees` own health outcomes. In order to make it accessible to users, the program is hosted on an online portal that houses different Olympic spirit-themed challenges, athlete videos, health & wellness polls and expert advice. With this program employee engagement and total wellbeing are optimized through fun and informative Olympic spirited challenges.
• Physical Activity,

• Nutrition,

• Rest / Sleep,

• Mental Wellness.

Increasingly, we are turning to technology to support our health, and this is not likely to change anytime soon. Insurance carriers are incorporating this new approach to help their clients and examples show fun games can influence and sustain changes in healthy behaviour. Managers need to rethink how gamification can change workplace wellness from employee’s perspective because occupational, emotional and physical wellness should be the goal of our business model today.

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