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FMLA

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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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Sick days happen. And when they do, employees need to be able to have the time they need to care for their health. It is, of course, in your best interest and theirs to allow employees adequate time. You want to ensure that your employees are healthy, happy, and operating at full capacity for the benefit of your company. But you also need to comply with FMLA requirements.

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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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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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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 update is provided to you by Optis’ Business Development Analyst, David Spring.

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This week’s blog post is brought to you by Optis’ Business Development Analyst, David Spring.

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