Adjusting to a New Era of Compliance

By Terri L. Rhodes, CLMS, CCMP, CPDM, MBA, CEO, DMEC

Compliance is difficult, and the level of complexity continues to increase for absence and disability management professionals.

There are new state and local laws that provide employees with paid family and medical leave, paid sick leave, expanded bereavement leave rights, and the list continues. The rise in remote and hybrid work has created challenges with administering the Family and Medical Leave Act (FMLA) and the Americans with Disabilities Act (ADA). And more regulation and changing workplace dynamics means more laws to comply with, and more policies to integrate with existing corporate practices.

Amid these changes, there is a worrisome tendency to assume we have the right employment practices in place to comply with, in some cases, hundreds of laws. Yet that is not the case if you consider that 61,331 charges were filed with the U.S. Equal Employment Opportunity Commission in 2021, which doesn’t include local or state charges.¹

In other words, there is a wide chasm between policy, theory, and practice.

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