Category: Archived Webinars

If you have employees in a statutory jurisdiction, you’re looking for tools and tactics to stay on top of your compliance obligations. There are several states that have enacted paid family leave programs that will be effective in 2026. In addition to the new states for which employers are preparing,

If you survey a random sample of absence management practitioners and ask if they struggle with intermittent leave, chances are you’ll hear a resounding “YES!”   Intermittent leave is complex; from a compliance aspect alone, many leave types may come into play such as the Family Medical Leave Act (FMLA), the

Automation is a key part of the digital transformation taking place across human resources (HR) departments everywhere. Understanding what automation is, how it looks in practice, and key terminology can help you advocate for solutions that can benefit not only HR teams, but the entire business. Using leave management as

An interactive discussion on how Diversity, Equity, Inclusion, and Belonging (DEIB) initiatives are driving leave offerings across the industry. From the federal, state, and local regulatory space to company offerings, there is no area of the industry not impacted by these efforts. With a reach far beyond the expansion of

The pace of change in the integrated disability and absence management (IDAM) field hasn’t shown any signs of slowing down. This session helped attendees navigate the past year of changes and understand their impact to your workplace. From the recent Loper Bright ruling, which has the potential to rewrite more

Navigating the complexities of the Family and Medical Leave Act (FMLA) and leave of absence calculations can often feel like unraveling a challenging math problem. To help simplify this process, we facilitated an in-depth and informative webinar designed specifically for HR professionals. We delved into the top 10 most common

Mental health conditions are the most common employee disabilities. A startling 51% of those with disabilities identified a mental health condition, such as depression or anxiety, as their primary disability. In our previous session, we stressed the importance of training managers on FMLA and ADA compliance. Using a case-study format