2002/2003 Staying@Work™: Building on Disability Management
More than 180 organizations participated in the Watson Wyatt Worldwide 2002/2003
Staying@Work™ survey, the third in a series that began in 1997. Survey participants represent a total full-time population of more than 500,000 working Canadians. This issue of the Watson Wyatt Memorandum contains Survey Highlights plus several other articles which explore related themes.
2002/2003 Staying@Work™: Survey Highlights
The 2002/2003 Staying@Work survey shows that despite strong evidence of the value of disability management, most companies continue to take an indifferent approach to its implementation. Survey findings also reveal that lack of data related to costs makes it difficult for companies to build the business case for prevention.
Addressing Mental Health In The Workplace
Both the number of Canadians suffering from mental health disorders and the impact of such disorders on employers is increasing. Fifty-four percent of respondents to Watson Wyatt’s 2002/2003 Staying@Work Survey stated that their primary health care concern is the rising number of mental health-related claims. This article includes a discussion of strategies employers can undertake to help address the direct and indirect costs of mental health disorders in the workplace.
Building Organizational Health
Top performing organizations understand the importance of striking a balance
between supporting business strategy and maintaining workforce health by having
a corporate culture that promotes a healthy workplace. Promoting organizational
health through the Four Pillar Model™ of Productive Engagement makes good
business sense because a healthy workforce improves corporate performance and
enhances financial success.
Integrating LTD Plan Design
Depending on an organization’s benefit objectives, LTD benefits can be delivered through a Group LTD program, a pension plan or some combination of both. If the various components of their LTD program are effectively integrated and properly communicated, employers can both minimize cost and deliver the desired level of disability benefits more effectively.
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