Job Posting End Date02-20-2025Please note the job posting will close on the day before the posting end dateJob SummaryInitiate absence management processes through effective communication and utilization of integrated disability management protocols, while adhering to company, city, state and federal regulations and promoting benefit cost effectiveness for AEP in system-wide management of all employees off work for leave, including sick leave, FMLA, Workers Compensation, Long Term Disability and military absences.Job DescriptionJOB FUNCTIONS
Under moderate direction perform individual case management and benefit assessments using accepted practices to determine appropriate interventions while maintaining compliance with federal, state, local leave laws and regulations as well as company absence and leave policies.
Counsel and advise stakeholders such as Human Resources, business unit partners and employees on employee absence management issues.
Perform transactional duties associated with absence management processes.
Participate in various department projects in order to meet required project objectives as needed or assigned.
Monitor employee absence case progress for achievement of targeted milestones such as benefit change dates from 100% sick pay benefit utilization to 60% sick pay benefit utilization, Family Medical Leave Act (FMLA) exhaustion or long term disability (LTD) plan application qualification dates.
Utilizing case management best practice guidelines, provide required follow-up communications to both employees and business unit leaders regarding return to work ability or continued leave status.
Facilitate the interactive process regarding requests for accommodations in order to reach the most appropriate and cost-effective outcomes.
Authorize and communicate the approval or suspension of AEP sick pay plan benefits to supervisors, Payroll and external benefit vendors.
Perform individual case analysis and benefits assessments utilizing accepted practices to determine appropriate case management action while providing employee return to work recommendations to business unit management.
Utilize both internal and external services including independent medical exams, physician peer reviews and investigative services to maximize absence management consistency to achieve the desired program outcomes.
Maintain program cost effectiveness through active case monitoring, evaluation, and coordination of benefits for absence cost recovery.
Develop personalized return-to-work plans for employees that are consistent with standard practices and procedures by collaborating with relevant stakeholders in order to both acknowledge adequate treatment received and provide a safe return to work.
Maintain confidential employee records and protect personal identifiable information.
Prepare case notes and complete applicable forms and relevant absence management system data fields to document case activities in compliance with standard practices and regulations.
MINIMUM REQUIREMENTSEducation: Bachelor's degree in business administration, human resources management, industrial management, health care administration, psychology, or equivalent education and/or experience.Experience: A minimum of one year of experience in medical terminology, case management, or human resource management preferred but no prior work experience required.ADDITIONAL INFORMATION
Strong written and verbal communication skills.
Must be able to effectively communicate with all levels within the organization.
Strong conflict resolution skills desired.
Strong computer skills with the ability to learn new programs/databases quickly. Competency using Word, Excel and PowerPoint.
Overtime as required.
Organizational and analytic/problem solving skills.
Prioritization skills.
This role is expected to report onsite during the workweek.
Compensation DataCompensation Grade:SP20-003Compensation Range:$21.49-26.87 USDHear about it first! Get job alerts by email. Log in to your Candidate Home Account today! If you don't have an account, you can create one.It is hereby reaffirmed that it is the policy of American Electric Power (AEP) to provide Equal Employment Opportunity in all aspects of the employer‐employee relationship including recruiting, hiring, upgrading and promotion, conditions and privileges of employment, company sponsored training programs, educational assistance, social and recreational programs, compensation, benefits, transfers, discipline, layoffs and termination of employment to all employees and applicants without discrimination because of race, color, religion, sex, age, national origin, ethnicity, ancestry, veteran or military status, disability, genetic information, sexual orientation, gender identity, or any other basis prohibited by applicable law. When required by law, we must record certain information to be made part of an Affirmative Action Plan. Applicants for employment may also be invited to participate in the Affirmative Action Program by self-identifying their Race or Ethnic Identity.