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Jai Hooker

Jai Hooker

  • Joined: June 3, 2024
  • Articles: 149

Common Sense Compliance: Beware of Compliance-Related Risks

As more employers embrace wellness programs, they must also be aware of compliance-related risks. Get a few commonsense suggestions for how employers can encourage employee health and wellness and avoid legal risk.

Integrated Absence Management: Diversity in Designing Health and Well-Being Benefits

Benefit offerings that address the diverse needs of the workforce support equity, inclusion, and belonging. How can employers recognize and incorporate diversity to tailor strategic benefit plans to the unique needs of diverse groups of employees?

Managing Leave in the Era of Burnout and Quiet Quitting

Employers are starting to see the impact of burnout in their leave and time-off programs. To manage absences, including requests for intermittent leaves, employers are encouraged to respond with flexibility and empathy through programs and policies, culture, and more.

Absence Matters: Prevention to Manage Manager Wellness

How can employers assess environmental issues that affect managers’ health and design a culture where managers are expected to take time off? Could encouraging leaders to model a new way of working that protects physical as well as mental health be the first step?

Featured Case: Repeated Extension Requests

You have a long-term employee who is a high-performer with impeccable attendance. On June 6, he was in a car accident and sustained serious injuries. He provided a doctor’s letter with a request for six weeks of leave with a return-to-work date of July 18.

On July 16, the employee provides another doctor’s note requesting an additional six-week extension due to his medical condition. This pattern continues for more than 10 months. He exhausts federal Family and Medical Leave Act (FMLA) and state-mandated leave, and still has not returned to work.

The CEO’s Desk: The Interactive Process

Although the ADA turned 33 this year, it continues to challenge employers. While it can be frustrating, we have compelling reasons to invest more time and energy in this area to ensure that our policies and procedures include a consistent interactive process that helps employers find ways to support employees in need.

Common Sense Compliance: Avoiding ADA Liability and Lawsuits

Employers often underestimate the risk of noncompliance with the Americans with Disabilities Act (ADA). Yet the most substantial verdicts are awarded in cases with ADA violations.

Under the ADA, employees can recover damages for emotional distress caused by an employer’s failure to comply with the law. It is not unusual for these awards to be hundreds of thousands of dollars. Additionally, juries can award punitive damages if they believe an employer acted with reckless disregard of an employee’s rights.

Employer Solutions: Tapping the Right Resources for ADA Accommodations

Workplace accommodations can be as unique as the employees who need them. And resources to help employees stay at work and support employers in staying compliant with the Americans with Disabilities Act (ADA) may be closer than you think. The key is to review the basics and ensure widespread understanding.

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