Industry Resources & Tools

Check out member resources, updates, sample templates, and tools from industry thought leaders — themed around timely topics in the absence and disability community. This content hub will be updated periodically throughout the year with new resources that you can immediately put into practice in your absence and disability management programs.

Domestic Violence: Insights from Matrix Absence Management

Despite increased understanding of this issue, more than 10 million adults experience domestic violence annually. Jurisdictions throughout the U.S. continue to add laws mandating job-protected leave — which in some instances may be paid — and providing employment protections when an employee or a family or household member is a victim of domestic and/or sexual violence or similar crimes.

The types of activities typically protected by these laws include getting medical attention, attending counseling sessions, seeking legal assistance, attending court proceedings, communicating with an attorney, and/or relocating to a permanent or temporary residence. ​​​In addition, leave under the Family and Medical Leave Act (FMLA) may also be available to employees and their family members to address certain health-related issues resulting from domestic or sexual violence.

Throughout the month of October, Matrix Absence Management has shared tips and resources with DMEC members to help them achieve legal compliance while showing compassion and understanding for their employees during such difficult times.

For more information about Matrix Absence Management and their resources, visit

Hiring Process Accommodations: Insights from JAN

Job Accommodation Network logo with link to their webisiteUnder the Americans with Disabilities Act (ADA), covered employers must consider providing accommodations for applicants, job candidates, and employees with disabilities upon request. To help come up with effective accommodations, employers should engage in an interactive process with employees. But what about applicants and job candidates? Should the same process be used when they request accommodations? In general, the answer is yes, but with a few modifications.

Throughout the month of September, the Job Accommodation Network (JAN) has shared tips and resources with DMEC members to help them accommodate applicants and job candidates during the hiring process.

For more information about the Job Accommodation Network and their resources, visit

FMLA Best Practices: Insights from WorkForce Software

WorkForce Software Logo with Link to WebsiteFacing uncertainty around the U.S. Department of Labor’s announcement that they plan to increase Family and Medical Leave Act (FMLA) audits and enforcement, it is essential for employers to ensure that their programs are compliant and that their employees’ well-being is protected.

Throughout the month of June, WorkForce Software has shared essential steps for maintaining compliance with the FMLA, curbing FMLA abuse, and ensuring a smooth leave experience for employees.

For more information about WorkForce Software and their resources, visit

Behavioral Health: Insights from The Standard

Link to The Standard WebsiteOne of the emerging themes since the onset of the pandemic is the need to prioritize employee well-being and build organizational resilience. This shift requires employers to explore opportunities to offer greater flexibility, build a more inclusive culture, and support workers’ physical and mental health.

Throughout the month of May, The Standard shared tips and resources with DMEC members to help them future proof their workplaces and better meet the evolving priorities and expectations of their employees.

For more information about The Standard and their resources, visit



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