Category: Resources

The Empathetic RTW Leader: Balancing Accommodation and Accountability

I once worked with an employee who was so fearful of losing their job that they wanted to return to work too early. Physically, they weren’t ready, and mentally, they were exhausted.

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Are Return-to-Work Durations Changing Over Time?

Return-to-work (RTW) durations are a measure of how long employees need to recover from an illness, injury, or medical procedure before returning to their jobs. However, these durations reflect much more than recovery time alone.

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The Smarter Return: Why Employers Are Rethinking Temporary Modified Light Duty

When an employee is injured on the job, the immediate focus naturally turns to medical care. But what happens in the days, weeks and sometimes months that follow may matter just as much as the treatment itself.

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How to Support Neurodivergence: An Employer Perspective

There are many actions employers can take to support their neurodivergent employees. Gaining an understanding of both neurodiversity and neurodivergence is the first step toward learning how to support them.

The best return-to-work strategy may be preventing unnecessary leave in the first place

For years, return-to-work programs have focused on one central question: how do we help employees come back safely after an illness or injury? A growing body of evidence is pushing accommodation and leave management professionals to ask an earlier question: did the employee need to leave work completely in the…

Celebrating National Disability Employment Awareness Month (NDEAM) Boosts Workplace Morale and Engagement

Most organizations that celebrate National Disability Employment Awareness Month do so for 31 days. The real question is whether employees with disabilities feel valued during the other 334.

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The Bridge: Where Law Meets Humanity

The ADA Amendments Act (ADAAA) is often described as a compliance obligation. We often use it to check risk mitigation. However, at its core, the ADAAA is a bridge between limitation of and contributions from the employee as they return to the workforce or to productivity.

Work Can Be Part of Recovery

Together, these articles point toward a broader principle: successful return to work is rarely about finding the fastest route back to full duty. It is about creating the conditions for a safe, sustainable path forward.

Full content available to DMEC members only.

Maryland FAMLI Employer Registration Opens

Maryland has opened employer registration for its Family and Medical Leave Insurance (FAMLI) program. All employers with at least one employee working in Maryland must register, including out-of-state employers with employees working remotely from Maryland. Employers interested in a private plan must submit a Declaration of Intent by Nov.

Washington Adopts Amendments to Paid Family and Medical Leave Regulations

The Washington Employment Security Department adopted amendments to its Paid Family and Medical Leave regulations on Sept. 1, 2026, covering penalty waivers, delinquent premium payment plans, job restoration, and overpayment recovery. The amendments take effect Oct. 2, 2026.

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Category: Resources

The Empathetic RTW Leader: Balancing Accommodation and Accountability

Are Return-to-Work Durations Changing Over Time?

The Smarter Return: Why Employers Are Rethinking Temporary Modified Light Duty

How to Support Neurodivergence: An Employer Perspective

The best return-to-work strategy may be preventing unnecessary leave in the first place

Celebrating National Disability Employment Awareness Month (NDEAM) Boosts Workplace Morale and Engagement

The Bridge: Where Law Meets Humanity

Work Can Be Part of Recovery

Maryland FAMLI Employer Registration Opens

Washington Adopts Amendments to Paid Family and Medical Leave Regulations

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