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Category: Resources

Bereavement Leave Now Protected in California

On Sept. 29, 2022, California Governor Gavin Newsom signed Assembly Bill (AB) 1949, which amends the California Family Rights Act (CFRA) to require covered employers to provide eligible employees with 5 days of bereavement leave.

2022 Americans with Disabilities Act Issue

Absence management professionals continue to recognize the value of reinforcing the power of tried-and-true programs and policies for the Americans with Disabilities Act (ADA). This issue of @Work magazine highlights how regular education, training, and program review ensures that teams have what they need to successfully and compliantly conduct the

DMEC News: September 2022

Meet the industry professionals DMEC recognized at the 2022 DMEC Annual Conference with the DMEC Emerging Leader Award and the DMEC Partnership Award and learn more about the latest state leave law microcredential courses released in August and September.

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The Disabled Workforce: Staying Inspired

Evaluating medical needs and exploring appropriate reasonable accommodations are not easy tasks. What can your organization do to support the teams that do this work? The answer is two-fold: Revamp your process and inspire disability compliance staff. Good processes lead to sound decisions and ensure you perform the same

Leave Technology: Leveraging Data for Success

Whether leave management is insourced or outsourced, good data is needed to support eligibility and pay calculations, employee communications, and reporting. It is a critical component and essentially the foundation of any successful leave management solution.

Full content available to DMEC members

Featured Case: Leave Extensions and Delayed RTW Dates

Courts differ when determining exactly how much leave is unreasonable. Some courts found that four to six months of leave is unreasonable while others say an extended leave request may be a reasonable accommodation if there is no undue hardship. In all instances, employers should conduct a case-by-case assessment

Common Sense Compliance: Telecommuting Accommodations

In 2022, as leaders required employees to return to offices on a full-time or hybrid basis, employees have pushed back. Under the employment-at-will doctrine, employers generally have the right to terminate work-from-home arrangements. However, under statutory accommodation laws, employers may be required to continue to permit remote work for

Employer Solutions: ADA Interactive Process

It takes a meeting of open minds to come up with a reasonable accommodation under the Americans with Disabilities Act (ADA), and an interactive conversation is the key to getting there. The interactive process, which is often an informal face-to-face meeting, helps employers and employees identify limitations and potential

Engaging Today’s Workforce: The ADA & Return-to-Office Plans

As companies roll out virtual, hybrid, or in-office work models, they should evaluate their work and accommodation policies based on new and long-standing guidance from the Americans with Disabilities Act (ADA). Employers should be mindful of the personalized needs of individuals who may qualify for reasonable accommodations under the

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Seth Turner, Chief Strategy Officer
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