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Stay-at-Work and Return-to-Work: Supporting Employees Who Experience Unexpected Illness or Disability

United States Department of Labor | Office of Disability Employment Policy
September 2014 | Report/Brief

Whether it employs thousands or just a few, an organization's workforce is its most valuable asset. So when unexpected injury or disability prevents an experienced, valued employee from working temporarily, employers may face difficult choices. Most want to do their best to support employees. At the same time, they have a business to run. Then again, training new workers incurs time and money.

Fortunately, employers can use a number of strategies to help valued employees stay at work or return to work following the onset of illness or disability. These strategies are outlined in a new fact sheet released by the U.S. Department of Labor's Wage and Hour Division and Office of Disability Employment Policy. Titled Stay-at-Work/Return-to-Work: Supporting Employees Who Experience Unexpected Illness or Disability, this publication describes several approaches to employee retention in such situations, including taking leave under the Family and Medical Leave Act (FMLA) or as a reasonable accommodation under the Americans with Disabilities Act (ADA) and obtaining assistance from their state's vocational rehabilitation agency or local American Job Center.

 

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Stay-at-Work and Return-to-Work: Supporting Employees Who Experience Unexpected Illness or Disability