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Cathexis Partners

Cathexis Partners

, CLMS, CCMP, CPDM, MBA, CEO, DMEC
  • Joined: November 30, -0001
  • Articles: 473

Leave Technology: Considerations for Employers

Woman sitting at a desk looking at her computer screen
When evaluating technology options, start with two nonnegotiables — compliance and data security — both of which should be considered the bare minimum for moving forward with a vendor. Once those items are assessed, consider other important criteria such as automation, analytics, and whether the technology is employee centric, scalable, and adaptable.

Featured Case: FMLA Certification Tips

doctors hands handing a prescription to another person
A common challenge for employers administering Family and Medical Leave Act (FMLA) leave is dealing with incomplete (blank sections) or insufficient (vague, ambiguous, or nonresponsive) certifications. The FMLA regulations provide guidelines for addressing incomplete and insufficient certifications.

Common Sense Compliance: Post-Pandemic Tips

two men talking looking at a tablet
This month marks the two-year anniversary of employers navigating complex COVID-19-related employment practice compliance issues including employee safety, paid and unpaid leave, and accommodations. Amid a constantly changing environment, employers must remain diligent in maintaining compliance and continuing to foster healthy and safe work environments.

Employer Solutions: Compliance Challenges to Returning to Offices

5 people walking to a staircase
More U.S. employers are embracing hybrid work in a post-COVID-19 world to balance the ease of working from home with the benefit of face-to-face collaboration and camaraderie. To bring some or all workers back on-site, employers face legal requirements and complexities, including whether a work-from-home setup is a reasonable accommodation under the ADA.

The Impact of Paid Leave for Caregivers

young woman comforting an older woman sitting on a couch
The next challenge on the horizon is navigating new and existing leave laws in hybrid workplaces, where employees work from offices on some days and remotely on others. While the transition to a hybrid work environment may be challenging for many, it has been especially difficult for caregivers who balance work and caregiving responsibilities.

Absence Matters: When Your Employee is Expecting

pregnant woman driving
Many companies are engaging in interactive dialogues with pregnant employees — whether or not the state requires them to do so. This approach offers multiple benefits as in almost all situations, if employers and employees find solutions that help employees stay at work, everyone wins.

Program Showcase: FMLA Leave Administration Tuneup

a stethoscope with a notecard saying FMLA
It is a good practice to evaluate your federal Family and Medical Leave Act administrative choices periodically to make sure they meet your organization’s needs and goals — particularly in light of changes made to state laws and workplace norms during the last two years.

Compliance Showcase: Military Leave Trends and Considerations

military woman in fatigues holding a little girl who is smiling over her shoulder
Even though USERRA has been the law for more than a quarter century, employers and employees still struggle with its nuances. What types of service are covered? How much work can an employee miss due to military service? An early 2021 amendment to USERRA further muddied the waters, as did a handful of recent court cases regarding pay during military leave.

Program Showcase: How Employers Balance Agility and Compliance

a stick balancing on a wooden ball
As we’ve learned in the last two years, employers need to be agile and flexible. They must be able to quickly implement new leaves, policies, and benefits to continue operations and remain compliant as they face pandemic-related issues and other developments that lie ahead.

Compliance Showcase: Second and Third Opinions

Doctor handing a form and pen to another person
Leave abuse can damage workplace morale while driving up costs because of lost productivity, overtime pay, or the need to hire replacement workers. Challenging a suspicious certification may rein in an employee playing loose with FMLA leaves and allow you to manage the claim effectively. More broadly, it can have a ripple effect for other requests.

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Seth Turner, Chief Strategy Officer
Seth Turner

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