Nonprofit association in the Midwest with 1,000 employees located in satellite offices across the country. The company all leaves in-house before turning both its short-term disability (STD) and Family Medical Leave Act (FMLA) leaves over to Work & Well.
An employee was out on pregnancy leave. When she was due to return to work, Work & Well received a request from the employee’s physician for another 3 months of leave time.
Work & Well’s Nurse Case Manager contacted the employee who stated she had severe post-partum depression, but would not follow her physicians advice and seek psychological counseling. Over the course of several conversations, our Nurse Case Manager became increasingly concerned by the employee’s numerous comments about hurting the baby. Work & Well’s Nurse Case Manager strongly urged her to make an appointment with a psychologist for both the good of her child and herself.
The employee reluctantly followed our Nurse CAse Managers advice and made an appointment with a psychologist. After her first appointment, the employee called the nurse to thank her for forcing the issue and making her seek help. The employee subsequently returned to work within 3 weeks.
The employer saved 9 weeks of benefits costs, in addition to the indirect cost of overtime, temporary employees, department morale, etc. Most importantly, the employee received the necessary treatment.