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Let’s face it. Managing employee leave isn’t the most glamorous aspect of HR or workforce management. But it’s certainly among the most challenging. The legal and regulatory backdrop to leave management is complex, and it varies based on factors that range from where you do business to the size of your company. You feel as if the rules are ever-changing. It’s like doing business in an amusement park fun house; it’s a challenge to keep your footing, hard to know if what you’re seeing is real, and difficult to get a firm hold on the rail to help lead you through the maze.

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It’s been over a quarter-century since President George H.W. Bush signed the Americans with Disabilities Act (ADA) into law, and more than eight years have passed since the act was amended to give employers and business owners greater clarity and guidance into the civil rights protections the ADA set in place. Now, the same way the ongoing debate over healthcare reform has reached into nearly every corner of American life, it’s similarly raised concerns around the ADA and the ADA Amendments Act of 2008 (ADAAA).

Consider these recent headlines:

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This month marks the 25th anniversary of the ADA. President George H.W. Bush signed the ADA into law on July 26, 1990. As you probably know, Title I of the ADA requires employers to provide reasonable accommodation to qualified individuals (unless it would cause an undue hardship.) A few examples of these include a modified work station or schedule, acquisition or modification of devices, leave of absence or leave extension, etc.

We've provided a few resources below to help HR teams in managing employee accommodations. Happy Anniversary ADA!

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If you’ve ever been confused or concerned about the complex requirements of the American with Disabilities Act (ADA) and its supplement, the ADA Amendments Act (ADAAA), you’re not alone.

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This week’s blog post is brought to you by Optis' Executive Vice President, Rene Gates, and previously appeared in the March issue of DMEC’s @Work magazine.

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This week’s blog post is brought to you by Jim Bryant and the letter Y.

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I wonder if the farmer Old MacDonald would have a problem spelling FMLA and ADAAA? Would Mr. MacDonald, wonder what his first name really is, and after a hard day on the farm feeding the livestock and tilling the fields would he be able to research these two regulations on the internet and apply the rules to his farm employees?

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Check out our latest video for seven quick tips on managing employee accommodations under the ADA/ADAAA.

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Although it’s been nearly four years since the EEOC issued long-awaited final regulations interpreting the ADA Amendments Act of 2008, compliance remains a huge challenge, and the risks of noncompliance can be costly. Keeping up with changes to — and interpretations of — the ADA/ADAAA can be a full-time job. And it’s not a job that is necessarily in HR’s wheelhouse.

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Last week, Optis attended DMEC’s FMLA/ADAAA Employer Compliance Conference. After hearing several sessions regarding the ever-changing employment law landscape and compliance challenges, we thought it’d be beneficial to recap the best practices in managing ADA/ADAAA employee accommodations:

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This month, we’ll be heading to DMEC’s FMLA/ADAAA Employer Compliance Conference in Washington, DC. This is one of our favorite conferences of the year, and we’re looking forward to connecting with absence and disability management professionals and discussing the complex challenges they face today.

The conference is taking place April 20 – 22, and registration is still open. Here are five reasons to attend:

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