Need for Integrated Proactive Approach to Managing Disability

“EARLY INTERVENTION”

For decades insurance companies have promoted how they incorporate an “Early Intervention” approach to managing disability claims, yet there has been no tried and true approach or process that I am aware of which has been been continuously and effectively incorporated on every claim. I’m not saying that there haven’t been advances made in proactively managing claims. Moreover, from a claims perspective we have advanced in our knowledge of introducing and utilizing skilled resources such as Medical consultants and specialized rehabilitation consultants to assist us with our understanding of the disability and developing appropriate return to work plans wherever possible.

Forty years ago the majority of disability claims received were primarily comprised of measurable physical illnesses which followed the usual recovery period as identifed by the medical professionals and benefits were paid in accordance with the respective recovery period. Claims of a psychiatric nature were not totally absent, but were not so prevalent. Today psychiatric illness represents the largest percentage of disability claims and/or serve as a secondary condition which is indirectly prolonging an individual’s usual recovery period.

Disability management can no longer be the responsibility of the Insurance company alone or begin once the employee stops working. Disability Management needs to start before the employee stops working. Many insurers and rehab companies are promoting how they have successfully reduced claim durations through a proactive approach of meeting with the employee within the first few weeks of their absence. While this is a positive step for both the employee and employer, there’s more that can be and is being done.

More and more employers are seeking help from their EAP programs and their insurers in helping them introduce or expand their Health & Wellness programs in helping them reduce disability claim incidents through prevention. A recent article in Benefits Canada Magazine by Rebecca Smith of Medavie Blue Cross has in my opinion eloquently and succinctly captured the challenges we’ve faced in disability managment and provides examples of how an Integrated Approach between Employers and Insurers can have positive benefits for all. Ms. Smith notes:

“The demand for wellness and disability solutions—and for prevention and intervention strategies—will continue. But while employers are beginning to recognize the benefits of integrated wellness management, the challenge lies in implementing, using and evaluating these approaches effectively.”

“Historically, case management took on a greater role once an employee was off for a period of time. Today, we recognize the importance of placing a stronger focus on these case management initiatives much earlier to reduce the number of days off, ultimately reducing longer-term disability claims and costs. With the right integrated approach to wellness—and the right structure—organizational and employee health is a reachable goal for all employers.”

You can read Ms. Smith’s entire article by clicking on this link: http://www.benefitscanada.com/benefits/disability-management/the-5-building-blocks-of-disability-management-24282