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.
Celebrating the 25th Anniversary of the ADA
5 Reasons to Sign-up for LeaveXpert Explore
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](http://optis.com/sign-up-for-leavexpert-explore), an open demo of LeaveXpert, tomorrow, May 14 at 1 pm EST. [Sign up here](http://optis.com/sign-up-for-leavexpert-explore) and we’ll send you the conference call information.
Here are a few facts about the FMLA and how LeaveXpert can help:
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Optis Featured in DMEC’s @Work Magazine: Who Owns Your Data?
Discover the five steps to successful data and vendor management from Optis’ Executive VP, [Rene Gates](https://www.linkedin.com/pub/rene-gates/6/a03/6b9), in the [latest issue](https://dmec.secure.force.com/?RelayState=Default) of [DMEC’s @Work magazine](https://dmec.secure.force.com/?RelayState=Default) (members-only content.)
7 Steps to ADA Accommodations Compliance
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.
Streamlining the Data Conversion Process
*This week’s blog post is brought to you by Optis’ Senior Data Analyst, [Andy Kersh](https://www.linkedin.com/pub/andrew-kersh/22/263/743).*
In a previous [blog post](http://www.optis.com/blog/data-conversion-rundown) we discussed the basics of data conversions, the various types of conversions, and how to begin the data conversion process. Once a conversion is completed for a given source of data there are many details that can and should be learned.
Webinar: The Triple Threat – Your FMLA, Workers’ Comp & Workplace Disability Update
**When:** February 26th - 1 pm EST
Hear from experts at [Blogging4Jobs](http://www.blogging4jobs.com/) as they discuss updates in FMLA, Workers’ Compensation and Workplace Disability. Register for this important webinar to discuss and learn about some of the most recent changes in legislation, reporting, and pieces that are most often overlooked.
2015 HR Tech Outlook
This week’s post is brought to you by Optis’ Executive Vice President, [Rene Gates](https://www.linkedin.com/pub/rene-gates/6/a03/6b9).
2014 was a busy year for Optis’ product develop team. We rolled out a Self Service Portal for LeaveXpert®, unveiled a new platform for Optis Insights, and launched an end-to-end employee accommodations solution, ADAInteract™. While we were expanding our product roadmap for 2014, we kept a close ear to the ground on new developments in HR technology.
Managing FMLA and Employee Leave in Colorado? Here's What You Need to Know
From Sea to Shining Sea: A Look at the Diverse Landscape of Less-noticed Leaves
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.”](http://optis.com/thought-leadership-download?nid=279)
Consider this your go-to handbook. You’ll be navigating your state’s leave laws in no time with our help.
Leave Updates for Minnesota Employers: The Minnesota Women’s Economic Security Act
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.