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Posted on April 17, 2008September 2, 2019

Doctor Rating Project May Boost the Drive Toward Consumer-Driven Health Care

Astandardized method to judge provider performance that passes muster with critics of health plans’ previous doctor ranking efforts is likely to boost the consumerism movement by providing plan members with tools to choose their doctors, observers say.

The methodology, which is based on a set of principles developed by the Washington-based Consumer-Purchaser Disclosure Project, also should give employers greater confidence that the rankings insurers use to establish high-performance networks are based on both cost and quality, they say.

The Patient Charter for Physician Performance Measurement, Reporting and Tiering Programs was unveiled in early April by theConsumer-Purchaser Disclosure Project, a collaboration of employers, consumers, labor organizations, insurers and providers. The group has been working for more than five years to establish a set of principles to rate provider performance that would satisfy all of their competing concerns.

Elements of the Patient Charter were incorporated into an agreement last October that settled a lawsuit brought by New York Attorney General Andrew Cuomo against Bloomfield, Connecticut-based Cigna Corp. over its doctor ranking program.

According to the charter, standards will be developed and their implementation will be reviewed by independent health care quality rating organizations, such as the National Committee on Quality Assurance and/or the Utilization Review Accreditation Commission, both based in Washington.

Because the National Committee on Quality Assurance has already developed a set of standards that meet the criteria set out in the charter, the organization’s Physician and Hospital Quality Program is likely to be the first to be used, says Peter Lee, executive director for national health care policy at the San Francisco-based Pacific Business Group on Health, which is a member of the Disclosure Project. Lee is co-chair of the Disclosure Project.

The quality program, once part of the National Committee on Quality Assurance’s health plan accreditation program, now is a stand-alone program that evaluates how well health plans measure and report the quality and cost of physicians and hospitals, a committee spokesman says. The program was updated and released for public comment last month and is expected to be finalized by July, he says.

However, it is possible that more than one set of standards could meet Patient Charter criteria, eventually providing insurers with an option of choosing one or more of the accreditation programs, Lee says.

For example, the Utilization Review Accreditation Commission last week released for public comment revisions to its Health Plan and Health Network Accreditation standards that could meet criteria set forth in the charter, he says.

After the first set of standards receives the Disclosure Project’s endorsement in less than six months, the first four insurers to support the charter—Cigna, Aetna, WellPoint and UnitedHealthcare—will have three months to begin the review process and six months to complete it, says Debra Ness, president of the Washington-based National Partnership for Women & Families and co-chair of the Disclosure Project.

Cigna could become the first insurer to complete the review process since it has had a head start as a result of its work with the New York attorney general, she says.

In the meantime, the Disclosure Project will encourage other insurers to undergo the review process, Lee says.

Several members of the health benefit community view the charter as an important step that will give consumers reliable information to help them make informed choices about their health care.

“Our employees and their dependents need these programs so they can better navigate the health care system and select physicians they can put their trust in,” said Andrew Webber, president of the National Business Coalition on Health, at a press conference last week in Washington announcing the charter, according to a transcript of his speech. The coalition is made up of employer health care coalitions based in Washington and is among supporters of the accord.

“NBCH believes the Patient Charter will promote national consistency and transparency in how health care plans establish these important physician-level measurement programs, something that is critically important, particularly to national employers who have a workforce spread throughout the country,” Webber said.

Standardizing doctor performance measures also is likely to expand the health care consumerism movement by finally providing employees with the tools they need to select their doctors, says Francois de Brantes, CEO of Bridges to Excellence, an employer pay-for-performance initiative that also backs the charter.

“Consumers really don’t trust the payers to deliver objective data on the quality of physician care, even if it’s well-done. So taking it out of that setting and making it more objective should greatly improve the credibility of the data and, hopefully, its actionability by consumers,” de Brantes says.

“The move toward consumerism … will definitely get a boost from having this information available,” according to a spokeswoman for America’s Health Insurance Plans. The Washington-based health insurer trade group is among supporters of the Patient Charter, which is similar to principles endorsed by the organization’s board in November, the spokeswoman said.

But Regina Herzlinger, the Harvard Business School professor credited with launching the health care consumerism movement, says the charter may not have everything consumers need to safely navigate the health care system.

“Virtually all the measures focus on process,” Herzlinger says. “Until we have outcome measures, we are wasting our time.”

Posted on April 16, 2008June 27, 2018

House Passes HSA Reporting Bill

The House of Representatives on Tuesday, April 15, approved tax legislation that would require trustees of health savings accounts to substantiate that distributions from the accounts are for health care-related expenses.


The 238-179 vote came after intense debate on the House floor in which opponents of the HSA provision—which is part of a broader tax bill, H.R. 5719—warned that such a requirement could cripple HSAs.


In a statement of policy on Monday, senior administration advisors said they would recommend that President Bush veto the measure if it is passed by Congress.


The requirement for HSA trustees, generally banks, is “unnecessary for efficient tax administration, inconsistent with the flexibility purposely afforded HSAs at their inception and could undermine efforts by employers, individuals and insurers to reduce health care costs and improve health outcomes by empowering consumers to take greater control of health care decision-making,” according to the statement of administration policy.


The veto threat comes in the wake of warnings by benefit experts that the new requirement likely would double fees banks charge HSA enrollees. The costs to upgrade administration systems to substantiate claims would be more than many banks would be willing to pay for what is now a low-margin business, and experts say some banks would withdraw from the HSA market, leaving account holders with fewer choices.


Under current law, HSA distributions can be taken tax-free if used to pay for health care-related expenses. Other withdrawals are included in enrollees’ taxable income, with an additional 10 percent penalty tax imposed. Individuals are required to report HSA distributions on Tax Form 8889, indicating their total distributions as well as the amount used to pay for health care expenses and distributions that are subject to taxes.


The HSA provision would go into effect in 2011 and would raise more than $300 million in tax revenue through 2018, according to the Joint Committee on Taxation. Some critics of the provision say the bill is a ploy by House Democrats who dislike HSAs to undermine the accounts.


It isn’t known when the Senate will take up the measure.


Filed by Jerry Geisel of Business Insurance, a sister publication of Workforce Management. To comment, e-mail editors@workforce.com.

Posted on April 15, 2008June 27, 2018

Bill Could Jack Up the Costs of HSAs

Tax legislation approved April 9, by the House Ways and Means Committee could significantly increase the costs of administering health savings accounts.


H.R. 5719, approved on a 23-17 vote, includes a provision that would effectively require HSA administrators—which often are banks—to put new systems in place to substantiate that HSA distributions are used to pay for health care-related expenses.


That would be a big change from the current low-overhead system, in which employees with HSAs pay their uncovered health care expenses, such as those falling under a deductible, from their accounts with a bank-issued debit card or bank-issued checks. No substantiation is required that the distributions are, in fact, used for payment of health care expenses.


HSA advocates say banks now lack such substantiation systems, which would require them to make significant investments to develop them—a cost that would be passed on to account holders or those employers that now pay HSA administrative fees.


“Because most community banks and credit unions simply do not have the resources to put such costly technology into production, they would have to buy from vendors and pass on the cost to their accountholders,” said a memorandum prepared by the HSA Coalition, an HSA advocacy group in Washington.


Under current law, funds can be withdrawn tax-free from HSAs if used to pay for health care-related expenses. Funds withdrawn for other purposes are taxed, with an additional 10 percent penalty tax imposed.


The provision is expected to generate about $308 million in additional tax revenue for the federal government over the next 10 years, according to the congressional Joint Committee on Taxation.


The bill could be taken up by the full House as soon as next week.


Filed by Jerry Geisel of Business Insurance, a sister publication of Workforce Management. To comment, e-mail editors@workforce.com.

Posted on April 14, 2008June 27, 2018

Abuse of Leave Tops FMLA Concerns

Suspected employee abuse of leave taken under the Family and Medical Leave Act is the No. 1 FMLA-related concern for employers, according to a survey.


Forty-two percent of the human resource professionals surveyed said the potential for or suspicion of abuse by employees causes “extreme difficulty” in administering intermittent FMLA leave. Among other top concerns cited, 38 percent reported inadequate notification prior to an absence and 28 percent reported difficulties tracking intermittent leave.


A total of 450 human resource professionals participated in the survey, which was conducted in February and March by WorldatWork, a Scottsdale, Arizona-based human resource association. The survey was conducted in response to the U.S. Department of Labor’s proposed changes to the FMLA regulations, which are expected to ease many administrative problems employers have faced in trying to comply with the 1993 law.


The FMLA requires employers to provide up to 12 weeks of unpaid, job-protected leave in the year after the birth or adoption of a child; to care for a sick child, parent or spouse; or when an employee has a serious illness.


Survey respondents overwhelmingly support most of the DOL’s proposed FMLA changes.


Among the regulatory changes garnering the most support were: 72 percent of respondents strongly agree with requiring workers to notify employers in advance of taking non-emergency, foreseeable leaves; 61 percent strongly agree with requiring annual medical certification from employees when conditions last more than one year; and 60 percent strongly agree with requiring a fitness-for-duty certificate after return from intermittent leave to jobs that could endanger the employee or others, or that the worker may be unable to perform.


A full copy of the “FMLA Practices and Perspectives” survey will be available April 14 at www.worldatwork.org/research.


Filed by Sally Roberts of Business Insurance, a sister publication of Workforce Management. To comment, e-mail editors@workforce.com.

Posted on April 11, 2008June 27, 2018

CEO and CFO Pay Down in ‘07, but Top Performers Still Fared Well

If ever there was a question about boards holding executives accountable for performance, this year’s early proxy filings should put those doubts to rest.


Most chief executives and chief financial officers saw their cash compensation decrease last year, but executives at top performing companies raked in substantially higher cash bonuses, according to an analysis of 2008 proxies by compensation consultant Steven Hall & Partners.


Among the 522 companies that have filed proxies this year, the median cash compensation paid to CEOs was $1.23 million, a 4.3 percent decrease from the previous year. CFOs, meanwhile, took home total cash compensation of $550,000, 1.4 percent less than they were paid last year.


But a closer look at the top-performing companies shows that their CEOs and CFOs were appropriately rewarded for a job well done, said Steven Hall, managing director and founder of the consulting firm.


Companies whose performance put them in the top quartile realized growth of 77 percent in their median net income in 2007, as measured by Steven Hall. CEOs at these companies were paid a median cash bonus of $663,286 last year, a 25 percent spike from the year before, which pushed their total compensation up 15 percent, to $1.43 million. CFOs at top quartile companies saw their cash bonuses jump by 23 percent, to $293,645, driving their total compensation up 10 percent, to $696,869.


“Boards are holding executives’ feet to the fire,” Hall said. “They are making them accountable for their results and for delivering true performance, that much is clear.”


Hall’s analysis also showed that companies that fell into the bottom quartile for performance—where net income decreased by at least 39 percent last year—paid their CEOs median cash bonuses that were 72 percent lower, while CFOs were given cash bonuses that were 52 percent less.


At companies in the bottom quartile, many executives didn’t get a bonus at all. Almost a third of the companies that Hall analyzed didn’t reward their CEOs with any cash incentive last year.


Filed by Mark Bruno of Financial Week, a sister publication of Workforce Management. To comment, e-mail editors@workforce.com.

Posted on April 11, 2008June 27, 2018

TOOL USERRA Tip Sheet

Key Components of the Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA)


USERRA applies to all employers


  • Unlike other federal labor and employment laws that exempt smaller business, USERRA applies to all public and private employers in the U.S., regardless of size.

USERRA goes beyond National Guard or reserve duty


  • Although generally understood as applying to individuals called up for Guard or reserve duty, employees protected by USERRA include members of and applicants for service in the armed forces (Army, Navy, Air Force and Marines), commissioned corps of the Public Health Service and certain types of service in the National Disaster Medical System.

Re-employment rights


  • A covered employee returning from a leave for military service has a nearly absolute entitlement to re-employment, even if this requires displacing the person who has taken over the employee’s position during his or her leave.


  • Under the so-called “escalator principle,” a returning service member does not step back onto the employment escalator at the point where he or she stepped off. Instead, the employee steps back into the position that he or she would, with reasonable certainty, have obtained but for the interruption for military service.


  • If the returning employee is no longer qualified for his or her escalated position, the employer must make reasonable efforts to help the employee become qualified.

Continuation and reinstatement of benefits


  • An employee covered by a job-related health plan may elect to continue coverage while performing military duties. The cost of extending the coverage may fall entirely on the employee, provided the period of military service is more than 30 days.


  • A returning employee is entitled to seniority and other rights and benefits earned prior to leaving for military service, as well as additional seniority and rights and benefits that h33344444444e or she would have attained if continuously employed. For example, a returning employee has the right to continue in his or her employer’s pension plan without loss of service time, with military-service time being counted toward determinations of eligibility in the pension plan, in vesting and in the accrual of benefits.

Protection from discharge


  • One unique aspect of USERRA is that it affords an employee returning from service the protection of a “for cause” discharge standard for a period of time after returning from military service, even if the employee has no employment contract and would otherwise be considered an at-will employee

Prohibition against discrimination or retaliation


  • USERRA prohibits discrimination on the basis of status as a member of, or applicant to, a uniformed service. Job applicants may not be denied employment based on such status. Nor may employees be denied re-employment, retention in employment, promotion or any benefit of employment on the basis of service in the military or application for such service.


  • USERRA also prohibits retaliation against employees who have taken an action to enforce a protection afforded under USERRA or to exercise a right under the act.

Recent cases of interest


Woodall, McMahon & Madison v. American Airlines


    In this, the first class action brought by the Department of Justice under USERRA, the named plaintiffs are pilots for American Airlines. Mark Woodall and Michael McMahon each took two weeks of military leave for annual reserve training in 2001. Paul Madison took three weeks of military leave when he was deployed to Turkey in 2002 as part of Operation Northern Watch.


    The Department of Justice argues that American violated, and continues to violate, USERRA because under American’s collective bargaining agreement with its pilots, pilots on military leave are denied their rights to bid on flight schedules and to accrue non-seniority benefits, such as vacation time and sick leave, while pilots on non-military leave are permitted to accrue such benefits.


    In October 2006 and February 2007 decisions, U.S. District Judge Barbara Lynn of the Northern District of Texas denied American Airlines’ first and second motions to dismiss the case for failure to state a claim. On November 30, 2007, the court granted an extension of pretrial deadlines to facilitate the parties’ settlement negotiations, and as of early April 2008, those negotiations were ongoing, as was discovery in the case.


Moore v. Epperson Underwriting Company (D. Minn.)


    In June 2004, Timothy Moore was recalled to active duty from reserve status. He served as a weapons platoon sergeant in Iraq from September 2004 to March 2005. Upon his return, Moore was diagnosed with Crohn’s disease and primary schlerozing cholangitis, conditions that the Department of Veterans Affairs found to be service related. During late 2005, Moore was absent from work as a result of surgeries for his conditions and complications from the surgeries. His employer required him to use accrued vacation time for these absences, which Moore complained was prohibited by USERRA. Shortly after conducting an investigation of his complaint, Moore’s employer terminated him for alleged improper expenses and other issues that were uncovered during the investigation.


    Moore argued that his employer’s failure to allow him to use accrued vacation time was discrimination under USERRA. In an August 2007 decision, U.S. District Judge Ann Montgomery of the District of Minnesota dismissed Moore’s discrimination claim, concluding that USERRA protects absences for military service, but does not protect absences for medical treatments, even if the treatments are for a condition relating to military service. At the same time, the court allowed Moore’s claim that his employer retaliated against him for asserting his rights under USERRA to go forward. Noting that the alleged improper expenses and other issues did not surface until after Moore asserted his rights under USERRA, and that his termination followed his assertion of his rights by only a month, the court concluded that Moore’s retaliation claim should be decided by the jury. Shortly thereafter, the employer agreed to reach a settlement with Moore.


    This case represents a growing trend in USERRA litigation, where an employee may not be able to state an actionable claim under USERRA for improper discharge or discrimination, but will nonetheless be able to proceed on a retaliation claim because of the employer’s response to his or her complaints.

Posted on April 11, 2008June 27, 2018

Religious Accommodation and Eliminating Conflict

Todd Sturgill was a driver for United Parcel Service in Springdale, Arkansas. In May 2004, he joined the Seventh-day Adventist Church, which prohibits its members working from sundown Friday to sundown Saturday. During the winter, Sturgill’s religious practices conflicted with his shift, which ended when all of his packages were delivered. UPS denied his request as inconsistent with UPS operations and a collective bargaining agreement. UPS and the union discussed transferring Sturgill to a “combination job” to accommodate his religious practices. But no such jobs were available and such positions were granted based on seniority.

Sturgill’s immediate supervisor then “split” his load, moving packages to other drivers to informally accommodate Sturgill. When Sturgill was unable to complete his route before sundown on one occasion, he returned the remaining packages to the UPS center and then was terminated for abandoning his job.

Sturgill filed a lawsuit with the U.S. District Court for the Western District of Arkansas, alleging religious discrimination. A jury found that UPS failed to reasonably accommodate Sturgill, awarding him $103,722 in compensatory damages and $207,444 in punitive damages.

The U.S. Court of Appeals for the 8th Circuit held that the district court improperly instructed jurors that a reasonable accommodation “eliminates” any conflict between work and religion. Although Title VII requires employers to make “serious efforts to accommodate … it also requires accommodation by the employee.” The court affirmed compensatory damages because UPS failed to determine whether there were additional alternatives to accommodate Sturgill, but reversed the award of punitive damages. Sturgill v. United Parcel Serv. Inc., 8th Cir., No. 06-4042 (1/15/2008).

    Impact:Employers must make a serious effort to accommodate, but need not eliminate conflicts between work and religion. In all cases, an employer should examine all efforts to accommodate.

Posted on April 11, 2008June 27, 2018

A Man Who Was ERISA

For nearly 34 years, we’ve had ERISA. And for virtually all of that time, the Department of Labor has had Morton Klevan—the sagacious lawyer who has interpreted the law’s sometimes ambiguous provisions.

On April 3, however, Klevan retired from the DOL’s Employee Benefits Security Administration. Many pension professionals will miss him, and even more who do not know the effect Klevan has had on the interpretation of the Employee Retirement Income Security Act will miss him too—even if they don’t realize it.

Klevan guided me—then a young reporter for Pensions & Investments (a sister publication of Workforce Management)—through some nettlesome regulatory issues, including the DOL’s complex definition of plan asset rules that determined when venture capital and real estate managers were fiduciaries with regard to the underlying assets of an alternative investment fund. I still get migraines thinking about that rule, but they would have been far worse without Klevan’s help.

Robert A.G. Monks, who was the administrator of the DOL’s pension program in 1984, has referred to Klevan as his consigliere. In remarks e-mailed in advance of Klevan’s retirement party earlier this month, Monks also referred to Klevan’s infamous bluntness: “Mort had a very straightforward approach—‘You can do things my way, which is the right way, or any other way; I won’t fight you.’ I am smart enough not to look a gift horse in the mouth, so every day started with Mort and ended with Mort.”

Klevan always was a pioneer. In his comments at the retirement party, Klevan shared his proudest moment as a lawyer: He had traveled to Mississippi as a young lawyer during the “freedom summer” of 1964. Among other things, he worked on a brief to desegregate drinking fountains and restrooms in the state Capitol.

In October 1974, a month after ERISA was signed into law, he joined the DOL’s Office of the Solicitor, charged with enforcing the law’s fiduciary provisions. In the law’s first five years, he and a handful of others wrote key regulations implementing the fledgling law.

He also created the country’s first course on ERISA’s fiduciary rules at Georgetown University’s law school, and helped educate generations of pension attorneys.

“Mort had kind of a Talmudic approach to ERISA. He wanted to tease out the meaning.” said Nell Hennessey, president and CEO of Fiduciary Counselors Inc., Washington, who was a student of Klevan’s in the early 1980s and later served as deputy executive director and chief negotiator of the Pension Benefit Guaranty Corp.

Klevan also headed the task force that investigated corruption at the Central States Teamsters pension fund and shifted control of its assets to professional money managers.

At his retirement party, Klevan offered high praise for Monks and Olena Berg, who ran the pension program during the Clinton administration. Monks put corporate activism on the ERISA map, Klevan said, while Berg “institutionalized it” by saying ancillary benefits of economically targeted investments could be considered as long as risk and reward factors were equal.

Klevan said Berg’s pronouncement made ETIs “safe from left-wing zealots, who wanted the department to take into account benefits accruing to third parties … and from right-wing zanies, who wanted the department to state that such incidental benefits could never be considered.”

In saying farewell to colleagues and friends, Klevan said, “ERISA, I will miss you—and all of you, also.”

Posted on April 11, 2008June 27, 2018

TOOL Links to USERRA Information

The Uniformed Services Employment and Reemployment Rights Act of 1994:The text of the act.

USERRA final rules:These regulations detail employer obligations to reinstate service members to pay and benefits level they would have received had they not been in military service.

USERRA Advisor: ThisDepartment of Labor site “helps veterans understand employee eligibility and job entitlements, employer obligations, benefits and remedies under the Act.”

Employer and employee issues under USERRA: This section of theUSERRA Advisor addresses concerns of both employers and employees.

Employer Support for the Guard and Reserve:The organization’s purpose is to “inform employers of the ever-increasing importance of the National Guard and Reserve” and “explain the necessity for and role of these forces in national defense.”

Civil rights cases and investigations involving service members and veterans: This page contains links to some of the cases the Department of Justice has filed on behalf of service members against employers under USERRA.

Reserve Officers Association “Law Review” articles:Archive of questions posed by members of the military about various aspects of USERRA, answered by reserve officers who are attorneys.


Compiled by Carroll Lachnit. To comment, e-mail editors@workforce.com. 

Posted on April 10, 2008June 27, 2018

Catalysts 2008 Awards Conference

Event: Catalyst’s 2008 Awards Conference

When: April 9, 2008

Where: The Waldorf-Astoria, New York

What: HR executives and diversity officers come together to learn about best practices in creating a diverse culture and discuss the challenges they face. Executives from this year’s winners, Nissan and ING, provided the 574 attendees with great examples of why the business case of having a focused diversity initiative makes sense.

Day 1—Wednesday, April 9, 2008

Moving mountains: Most large companies have to overcome cultural challenges when they launch diversity initiatives, but what Nissan has been up against with its gender diversity efforts in Japan takes it to a whole new level.

In their morning presentation, executives from the Tokyo-based automaker discussed how Japan is behind the United States when it comes to women in the workforce. While women in the U.S. started joining the full-time workforce in big numbers in the 1960s and ’70s, that trend only began in Japan in the 1990s.

“We are 20 years behind the U.S.,” said Asako Hoshino, corporate vice president at Nissan. When Nissan first launched its diversity development office in 2004, there were no female supervisors at the company.

During the past four years, however, Nissan has made enormous progress. The company has implemented mandatory manager training, increased its focus on recruiting and retaining women and made ergonomic changes to many of its plants to make it easier for women to work there.

The company also has introduced the notion of work/life balance to a population of women who until recently had to choose between work and staying at home with their children, said Hitoshi Kawaguchi, senior vice president in charge of HR and the diversity development office. Parents at Nissan can take up to 2½ years off when they have a baby. The Japanese government only says that employers have to offer six months.

Since 2004, the percentage of engineering positions at Nissan held by women has jumped from 8 percent to 16 percent—a particularly significant increase given that only 7 percent of university engineering graduates were women in 2007.

Women hired into non-engineering positions increased from 50 percent in 2004 to 57 percent in 2007. Representation of women in management has increased from 2 percent, or 36 women in 2007, to 4 percent, or 101 women.

Making it personal: The high point of the one-day conference was a Q&A with Indra Nooyi, chairman and CEO of PepsiCo.

In her speech, Nooyi was frank about the challenges she faces every day managing her role as CEO and mother of two girls.

Nooyi scoffed at the concept of “work/life balance,” saying that “in the C-suite, I don’t think there is a difference between work and life.”

Nooyi described that as a CEO and a mom, she has to make choices every day.

“I don’t know that I am always a good mother, a good executive and a good wife,” she says. “There is no formula or tradeoff that makes it right.”

Her advice to the mothers in the audience? “Make sure you have the right spouse.”

Nooyi also advised working moms to create a network of family, friends and even colleagues to help out.

“I refer to this as group mothering,” she says, recalling how when her kids call to ask if they can play video games and she is in Asia, the assistants who answer the phone have a checklist of questions to ask the children, such as have they done their homework.

Employers need to realize that women have an undue burden since they are usually the caregivers in their families, Nooyi said. Sometimes companies’ efforts to be sensitive to this fact backfire, she said. For example, PepsiCo recently gave a woman a few months off to take care of a sick family member. However, Nooyi soon got a call from the two employees—both women—who had taken on this person’s responsibilities while she was out.

“They were mothers too and had too much work,” she said.

Companies need to figure out a way to fill the holes when employees step out of the workforce for a few months at a time.

“Maybe we need a small group of roving midlevel managers that can step in,” she says.
—Jessica Marquez

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