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Category: @Work Magazine

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

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

Engaging Today’s Workforce: The ADA and the PWFA

A recent report shows that 21.3% of people with a disability were employed in 2022 and when you dig deeper, the report includes positive news for people with disabilities who are of working age. For employers, ensuring this employee cohort has equal access to employment opportunities is required under

Absence Matters: The Best of Both Worlds

Many employers were forced to shift jobs to work-at-home models at the onset of the pandemic.1 Not surprisingly, one of the results of this change was fewer job accommodation requests. In fact, some employers saw a 32% decrease in accommodation incident rates from 2019 to 2020, and it stayed

Integrated Absence Management: The ADA and the Interactive Process

The Americans with Disabilities Act (ADA)1 requires employers with 15 or more employees to provide reasonable accommodation(s) to employees with disabilities. The Equal Employment Opportunity Commission (EEOC) recommends engaging in an informal or interactive process2 to understand employee needs and identify a reasonable accommodation. Each employee has unique requests,

DMEC News: November 2023




DMEC Celebrates Emerging Leaders


The two professionals who received the 2023 DMEC Emerging Leadership Award embody the passionate and innovative spirit for which the award was created. Ashleigh Brock, JD, lead compliance coordinator for the city of Memphis, and Keemia Vaghef, PhD, director of analytics consulting, leave solutions at Alight, were nominated for their creative program solutions; their demonstrated leadership within their organizations, the industry, and DMEC; and for their professional accomplishments.


In addition to recognizing their uniquely valuable contributions, the award is intended to encourage and celebrate leadership for those who have been in the industry for less than 10 years. Brock and Vaghef share thoughts on leadership; programs and approaches they designed to enhance absence and disability management processes; and what they advise other emerging leaders to consider in an interview in this issue.



Ready or Not: The PWFA Is Now Law

The absence management world changed on June 27, 2023, when the Pregnant Workers Fairness Act (PWFA) went into effect. And it’s a game-changer. The law (H.R. 1065)1 was included in the 2022 year-end federal omnibus legislation. The Equal Employment Opportunity Commission (EEOC) released draft regulations on Aug. 11, and

The Disabled Workforce: Reasonable Accommodation Evaluation Tips

Can an employer accommodate a custodian who has a no heavy lifting restriction if the essential job functions include taking out trash, vacuuming, mopping, and moving furniture? To get to a yes in this situation, employers need more information. What one person considers heavy lifting might not be heavy

Leave Technology: Improve Your ADA and Accommodations Processes

When an employee makes a request for accommodations under the Americans with Disabilities Act, the interactive process required by the Equal Employment Opportunity Commission can be difficult to manage. Technology can help with some of the more challenging parts of the process — from staying compliant to improving employee

Compliance Showcase: Performance Management and Disability

Managing performance issues at work can be challenging, and many managers say it can be an emotional or painful process. It gets more difficult when an employee states the performance deficiencies are due to a disability. Frustration on the part of the supervisor often ensues. Sometimes when an employee

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