FAQ
1
How is this different from ADA or disability?
ADA and disability programs are typically reactive, initiated after a nurse is already injured or impaired. Thrive 55+ Nursing Advantage is proactive and voluntary, providing structured role alignment and operational accommodations before ADA is required. While ADA is legally driven and episodic in nature, Thrive 55+ is workforce-designed, with longevity and retirement in mind. Accommodations are tied to workload capacity and operational needs, supporting performance and safety before either is compromised.
2
Is participation required?
No. Participation is entirely voluntary. Nurses, that are 55 and older, choose whether to participate and may opt into a tier based on functional needs.
3
Does this replace ADA or disability pathways?
No. ADA, FMLA, workers’ compensation, and disability programs remain fully available. Thrive 55+ works alongside these pathways as a voluntary option to help experienced nurses remain safely at work, when appropriate and medically feasible, with the goal of sustaining employment through planned retirement age.
4
Is this legally defensible?
The pilot is designed in collaboration with HR, employee health, and organizational leadership, with clear documentation, defined guardrails, and consistent application. Participation is voluntary, and compensation is aligned with the redesigned role and defined accommodation bundles. Same performance expectations apply to all roles.
Get in Touch
This is a Paragraph. Click on "Edit Text" or double click on the text box to start editing the content.