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In addition to updating job descriptions and assessing accommodations, employers should track cases of COVID and Long COVID, whether that means monitoring information from insurance companies or using an in-house method.
The patchwork of paid leave laws can create or exacerbate unintentional disparities across the workforce. Employers must remain aware and vigilant.
This year marks the 30th anniversary of the formation of the Disability Management Employer Coalition.
Now that the CDC recommendations say most Americans can remove their masks, what should employers do to keep workers safe?
From the effects of long-COVID to the Great Resignation, employers should keep an eye on these absence management trends in 2022.
The pandemic has affected the number of ADA accommodation requests employers are seeing.
The Americans with Disabilities Act is the standard for equal employment opportunity and advancement, but employers must also review their state laws on the matter to remain compliant and fair.
Not all policy changes brought by COVID-19 have been negative. Here are some absence and disability trends we’ll continue to see in 2021.
Diversity drives innovation. Employers have an unparalleled opportunity to gain the performance and insights of a diverse and inclusive workforce.
A look at recent court decisions and how their rulings have an impact on risk management and the insurance industry.
The pizza chain went to court after a blind customer sued them for violating the ADA.
ADA claims can cripple small businesses. The ACCESS Act aims to protect business owners from abusive lawsuits as well as the rights of the disabled community.
The departing chair of DMEC’s board reflects on her 30-year mission to inform employers and elevate the profession of disability and absence management.
Expansion of the types and range of accommodations requested calls for better communication between employees who have a disability and their employers.