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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 track FMLA leave, you have probably experienced a snag in the process or headache somewhere along the line. Good news! There are tools available to help you track FMLA, state, military leave, and employee accommodations.

We have 5 spots available for LeaveXpert Explore, an open demo of LeaveXpert, tomorrow, May 14 at 1 pm EST. Sign up here and we’ll send you the conference call information.

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Discover the five steps to successful data and vendor management from Optis’ Executive VP, Rene Gates, in the latest issue of DMEC’s @Work magazine (members-only content.)

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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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This week’s blog post is brought to you by Optis’ Senior Data Analyst, Andy Kersh.

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This week’s post is brought to you by Optis’ Executive Vice President, Rene Gates.

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Complicated leave laws can create some rough waters and increase your risk of noncompliance, reduced productivity, and employee disengagement.

We have taken a lot of the guesswork out of managing the diverse leave laws you face in each state today with our latest e-book, “From Sea to Shining Sea: A Look at the Diverse Landscape of Less-noticed Leaves.”

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The Minnesota Women's Economic Security Act was recently signed into a law, providing women with more protections in the workplace. Here are a few items to have on your radar going forward if you are an employer in Minnesota with 21 or more employees -

  • Pregnancy and parenting leave under the Minnesota Parental Leave Act is expanded from 6 weeks to 12 weeks. The leave may be used for pregnancy-related needs. Also, employers must engage in the interactive process regarding accommodations requests related to pregnancy.

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