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CDMS Spotlight
CERTIFICATION OF DISABILITY MANAGEMENT SPECIALISTS COMMISSION
Ed Quick, MA, MBA, CDMS
In the world of workforce management, two frequently encountered terms are disability management and absence management. To those who are outside of these closely related disciplines, it may be difficult to distinguish between the two.
Disability management refers to services and solutions to help employees with illnesses, injuries, or disabilities return to work or stay at work. Traditionally, certified disability management specialists (CDMSs) advocated for employees who were covered by workers’ compensation. Later, the practice expanded to also include individuals with nonoccupational illnesses and injuries who may have been covered by short- and long-term disability policies.
Absence management is a broader term that has come increasingly into use. It encompasses disability management as it pertains to short- and long-term disability but also extends to include employer policies and procedures that address time away from work for a variety of causes. Examples are absences covered by paid time off (PTO) or sick leave, Family and Medical Leave Act (FMLA), and other nondisability leaves, both paid and unpaid.
Absence management is also proactive, seeking to reduce employee absenteeism, avoid disruptions in the workplace, and maintain productivity among employees. Practices include helping employees stay on the job rather than go out on leave. An example would be a person who sustains a nonoccupational injury (e.g., a broken leg) and needs temporary job restrictions or modifications to stay at work and remain productive.
CDMS job functions span both disability management and absence management, as defined by four domains: disability and work interruption case management; workplace intervention for disability prevention; program development, management, and evaluation; and employment leaves and benefits administration.
Professional case managers might encounter disability management and absence management in two ways. The first is in advocating for and providing care coordination and other case management services to a person with an illness, injury, or disability who wants to return to work. The case manager may have some contact with a disability manager to explore support and programs that may be available from the employer to help the individual.
In addition, professional case managers may become ill or injured themselves, whether on or off the job, and require support in returning to or staying on the job. It is a good practice for every employee to learn more about the programs and policies offered by their employer, what state or federal statutory leaves may be available (both paid and unpaid), and how these benefits may be coordinated in terms of time, pay, and job protection. Most larger employers offer disability management and absence management through a third-party vendor, who may also provide assistance and guidance in navigating these leave nuances.
For more general information and an overview, please see: • Hiring a CDMS
Ed Quick, MA,
MBA, CDMS, is a Commissioner of the Commission for Case Manager Certification (CCMC), the first and largest nationally accredited organization that certifies more than 50,000 professional case managers and disability management specialists. He has more than 30 years of experience in disability and workforce management with Fortune 100 companies, and currently works as a global senior benefits manager.
Disability management refers to services and solutions to help employees with illnesses, injuries, or disabilities return to work or stay at work. Absence management encompasses disability management as it pertains to short- and long-term disability but also extends to include employer policies and procedures that address time away from work for a variety of causes.
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