A recent study from Accenture has solidly shown that companies that champion people with disabilities actually out-perform others. They generate higher profitability and greater shareholder returns. More specifically, companies that improved internal practices for disability inclusion were four times more likely to see higher total shareholder returns.

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.

It’s always good to be reminded about behaviors or policies that could lead to legal trouble. One such reminder comes from section 105 of the FMLA, which indicates that interfering, restraining or improperly denying the benefits of the FMLA also includes not discouraging in any way usage of the FMLA. If this message was clear and obvious to all employers, then it would seem violations of this nature wouldn’t still occur, but unfortunately, they do.

*This week’s post is brought to you by Optis’ National Sales Representative, [Scott Lenox](https://www.linkedin.com/reg/join?trk=login_reg_redirect&session_redirect=https%3A%2F%2Fwww.linkedin.com%2Fprofile%2Fview%3Fid%3D10504852%26authToken%3DWasF%26authType%3DNAME_SEARCH%26trk%3Dnmp_rec_act_profile_photo).* *“Where attention goes, energy flows and results show.” -T.

It happens. No matter how well you think you’ve trained your staff on FMLA (Family and Medical Leave Act) compliance, or how well you’ve informed employees about their rights, or how closely you think you’ve managed the FMLA process, employees sometimes seek retaliation.

For that simple reason — and despite your company’s best intentions and actions — it’s good to understand:

This week’s post is brought to you by [*David Spring, Business Analyst*](http://www.linkedin.com/in/davidspringoptis). This week marks the 24 year anniversary of when the ADA was signed into law, occurring on July 26, 1990. With over two decades past, ADA coordinators may be feeling tired and overwhelmed with surmounting responsibilities related to complying with the ADA and properly fulfilling reasonable accommodation requests. We understand, the journey sometimes feels more like a cyclone than a walk in the park.