Media Requests

To arrange interviews with industry experts, request access to white papers and case studies, or to register for one of our events, please contact Tasha Patterson at tpatterson@dmec.org or 800.789.3632, ext. 102.

The Disability Management Employer Coalition (DMEC) is a non-profit organization founded in 1992 dedicated to providing absence and disability professionals with ongoing support and the latest information, tools, and resources organizations need to minimize employee lost work time, improve staff productivity, and maintain legally compliant absence and disability management programs. We can connect members of the media with top experts in the integrated absence management field.

Latest DMEC News and Events

To Mandate or Not To Mandate: DOJ Weighs In on Vaccination Mandates

July 29, 2021Can employers mandate vaccines? The Department of Justice’s Office of Legal Counsel (OLC) says they can, but before employers do, they should consider the many legal and practical risks.

Mask On? Mask Off? Mask On? What Employers Need to Know About The New CDC Guidance

July 28, 2021The CDC is now recommending that everyone — including fully vaccinated individuals — wear masks in indoor public settings in all areas with substantial and high transmission of the COVID-19 virus and get tested following exposure to someone with suspected or confirmed COVID-19.

New Hampshire Adopts Paid Leave Program

July 20, 2021New Hampshire has joined eight states and the District of Columbia when, on June 24, 2021, the New Hampshire Legislature passed a two-year state budget that includes a paid leave program.

Louisiana to Require Employers to Provide Reasonable Accommodations for Pregnancy

July 9, 2021Beginning Aug. 1, 2021, Louisiana employers will be required to provide reasonable accommodations to employees who need such accommodations due to pregnancy, childbirth, or related medical conditions, unless it would pose an undue hardship on the employer.

Oregon Temporarily Allows Vaccine Incentives and Hiring Bonuses

July 9, 2021The Oregon legislature has temporarily amended Oregon’s Equal Pay Act to allow employers latitude to both encourage COVID-19 vaccinations and to attract new employees as the state emerges from COVID-19 business restrictions.

Minnesota Legislature Amends Lactation Breaks and Pregnancy Accommodation Provisions

July 9, 2021As part of the Omnibus Jobs and Economic Growth Finance and Policy Bill, Minnesota Governor Tim Walz has approved an amendment relating to pregnancy accommodations and barring reducing compensation for lactation breaks, among other changes.

City of Los Angeles Requires Vaccine Leave for Employees Working in the City

July 8, 2021California state and some local COVID-19 supplemental paid sick leave requirements continue through the summer, and the City of Los Angeles’ mayor issued a public order mandating additional paid leave.

OSHA’s Updated Guidance for COVID-19 in Workplaces

July 2, 2021When the Occupational Safety and Health Administration (OSHA) rolled out its COVID-19 Healthcare Emergency Temporary Standard on June 10, 2021, it also issued its updated Guidance on Mitigating and Preventing the Spread of COVID-19 in non-healthcare workplaces.

Virginia Employers Soon Must Adopt, Provide Accommodation Policies to Employees With Disabilities

July 1, 2021Starting on July 1, 2021, most Virginia employers must include information in their employee handbooks about reasonable accommodations for persons with disabilities and provide that information directly to any employee within 10 days after receiving notice that the employee has a disability.

Nevada Expands Paid Leave Rights for Employees, Including for COVID-19 Vaccination

June 30, 2021Nevada has enacted a new law requiring employers to provide additional paid leave to allow employees to receive a COVID-19 vaccination and clarifying that employees may use existing paid leave to care for themselves and their family members.

Connecticut Enacts Law Providing Employees Unpaid Time Off to Vote

June 25, 2021Connecticut Governor Lamont has signed into law a requirement for employers to provide all employees with two hours unpaid time off to vote.

Webinar Recording: CSR 101 – Unlocking Business Value Through Corporate Social Responsibility Programs

June 24, 2021Corporate social responsibility (CSR) can benefit organizations in many ways. Studies suggest approximately 85% of consumers have a more positive impression of a company that supports a cause they care ... Read More

Maine Expands State FMLA to Allow Leave to Care for Serious Health Conditions of Grandchildren

June 23, 2021Maine employees will soon be eligible to take protected unpaid leave to care for serious health conditions of their grandchildren. On June 14, 2021, Governor Janet Mills signed into law L.D. 61, an Act to Include Grandparents Under Maine’s Family Medical Leave Laws.

Webinar Recording: Using Technology and Data to Drive Better Behavioral Health Outcomes

June 23, 2021The COVID-19 pandemic has highlighted the interconnectedness between physical, mental, and financial health. Imbalances in any one of these areas often create barriers for employees on leave to return to ... Read More

Webinar Recording: Time Out – A Path to Improving Employee Well-Being

June 17, 2021The global workforce has been facing a mental health crisis. Physical, mental, social, and financial health have all seen a marked decline over the past year, and more and more ... Read More

Incentives: From Water Bottles to “Not So Substantial”

June 2, 2021For years, the EEOC has waffled about whether incentives were permissible in connection with a medical inquiry under a voluntary wellness program. The EEOC issued its most recent pronouncement on the topic — this time related to incentives for COVID-19 vaccinations.

Montana Makes Vaccination Status a Protected Class

June 1, 2021Discrimination based on vaccination status is prohibited under a new Montana law (House Bill 702). Enacted on May 7, 2021, the new law went into effect immediately.

EEOC Updates Its Guidance On Vaccinations

June 1, 2021The Equal Employment Opportunity Commission (EEOC) issued additional informal guidance concerning COVID-19 vaccination issues.

For Once, Good Deed Goes Unpunished

May 20, 2021Allowing an employee to self-limit duties and not perform an essential function of a position for an extended period of time may give the employee the expectation that they are performing the essential functions of the position. Setting employee expectations is often key to avoiding litigation.

What Does the CDC’s Latest Mask Guidance Mean For Businesses Open to the Public?

May 20, 2021The Centers for Disease Control and Prevention’s (CDC) latest guidance that fully vaccinated people no longer need to wear masks or social distance in many settings raises questions for businesses in retail, hospitality and other settings open to the public.

Webinar Recording: Keeping the ADA Straight – State by State

May 18, 2021Staying on top of ADA trends can be a daunting task, especially with states enacting their own specific laws in addition to the federal requirements. With differing definitions of disability ... Read More

CDC Removes Mask Requirement For Fully Vaccinated In Some Settings

May 14, 2021In a surprise move, the CDC followed the lead of the various states that have lifted their masking and physical distancing recommendations. However, the CDC’s new recommendations come with a twist.

Webinar Recording: The Future of the Workplace in the Post COVID-19 Era

May 11, 2021We have passed the one year anniversary since the start of the COVID-19 pandemic, and it has changed the workplace in so many ways. As the country moves toward the ... Read More

Webinar Recording: COVID-19’s Lasting Effects on Mental Health and Cognitive Abilities

May 6, 2021After a year of struggling through the COVID-19 pandemic, most will agree that the unforeseen effects from the virus are still with us. Many people diagnosed with coronavirus have reported ... Read More

Pennsylvania Employees, Organs, and the FMLA

May 4, 2021Employee question of the day for HR: “I need time off because I’m donating a kidney.” You’re probably wondering: “How do I respond to this request? Is this incredibly generous employee entitled to protected leave?”