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Too often employers assume that they are immune from a Department of Labor (DOL) audit for practices related to the federal Family and Medical Leave Act (FMLA) because of size, location, or market segment. But the DOL has stepped up audits under the current administration,1 and complacency can be expensive.

Planning for necessary learning curves is important for new hires, and ensuring they can perform essential functions is keeps them safe yet a high percentage of work-related injuries occur during the first year of employment. Learn what employers can do to mitigate this issue.

Psychological issues related to an employee’s ability to work with a certain person or supervisor can represent a true disability. It may entitle an employee to leave or accommodations covered under the federal Family and Medical Leave Act.

Employers can help ensure that employees on leave return to work (RTW) as soon as they’re able to do so by building an effective process and acknowledging leave as part of the employment process. Learn how formal RTW programs can help employees return with a stronger feeling of connection.

What’s the best way for leave and disability managers to advocate for a human resources solution so they gain the buy-in needed for the software they want and need?