In this interactive panel game show, we’re putting generative AI and seasoned compliance pros head-to-head in real-world absence management scenarios. As AI tools become more embedded in the workplace, employees are increasingly turning to them with questions about FMLA, PFML, ADA accommodations, and more—ranging from straightforward policy clarifications to deeply complex, emotionally charged situations.

While AI can quickly handle basic queries and streamline routine processes, it still struggles with the nuance, empathy, and legal interpretation required for the tough stuff. That’s where HR and compliance professionals step in—bringing emotional intelligence, legal clarity, and human judgment to the table.
Expect laughs, insights, and maybe even a few surprises as we play our way through the future of HR. Spoiler alert: the real winner is a workplace where tech and humanity work hand in hand.

Intermittent leave misuse is a common leading concern among employers on how to address when they suspect misuse of intermittent leave. In this session we will examine what employers can do during the leave request process if they suspect the claim may not be valid or it comes from a source that they are unsure of. The session will also what to do if misuse is expected after a leave has been approved and how the honest belief rule comes into play when dealing with suspect misuse. Finally, we will examine court cases that have dealt with FMLA intermittent misuse and what that means for employers.

There are now 16 states that have mandated paid family and/or medical leave requirements for employers. Depending on the State; employers need to decide if they will comply by participating in the State administered program or opt to participate in a private plan by purchasing an insurance product or by self-funding. This decision may differ depending on the number of employees, costs, and whether or not the employer has co-sourced other unpaid and paid leaves. When employers decide to opt for a private plan, they may need to consider, funding methods, State reporting, employee notices and any other additional obligations to the State. In this session, you will hear practical tips to assist you in this analysis and walk away with an understanding of obligations you have with the State(s).

In this lively panel discussion with interactive audience engagement we break down the perceived vs real challenges to bringing mental health parity to long-term disability contracts. Following on the heels of PFML, Mental Health Parity may be the next big consideration for benefits decisionmakers on a topic that has significant impact to employees.

Panel speakers include Kristen Tugman, PhD, CEO, Tugman Consulting, an expert in Workplace Mental Health who brings clinical and employer points of view. Matt Desfosses, Managing Director, Guy Carpenter and Smith Group, offers an industry perspective and an explanation of the cost estimate. Sheila Sokolski, VP, Product Strategy, Sun Life, takes the “pro” position from a carrier perspective, bringing data that shapes a favorable opinion for change. Carson Lewis, AVP, Government Relations, Sun Life will moderate the discussion while layering in his experiences on the hill.

As we approach the third year of the Pregnant Workers Fairness Act (PWFA), the legal and compliance landscape continues to evolve rapidly. This session will explore how the PWFA has matured through agency enforcement, emerging litigation trends, and real-world accommodation challenges. We’ll examine the impact of the new EEOC administration, recent court decisions—including constitutional challenges—and the growing complexity of integrating PWFA compliance with ADA, Title VII, and state-level requirements.

CEUs

This webinar qualifies for the following CEUs: 1 ADMS, 1 CDMS, 1 CLMS, 1 PHR, 1 SHRM and 1 CPDM 

If you are not a DMEC member and need to record a CLMS CEU for attending this event, please contact dmec@dmec.org for assistance. 

We’ll walk through what modern leave and accommodations management actually looks like in practice, and where the biggest opportunities are to reduce risk, eliminate redundant work, and give your team breathing room

CEUs

This webinar qualifies for the following CEUs: 1 ADMS, 1 CDMS, 1 CLMS, 1 PHR, 1 SHRM and 1 CPDM 

If you are not a DMEC member and need to record a CLMS CEU for attending this event, please contact dmec@dmec.org for assistance. 

Employees who are affected by pregnancy, childbirth, and related medical conditions (which can include fertility and even menopause conditions) have more workplace protections than ever. The Pregnant Workers Fairness Act (PWFA), in particular, represents an epic expansion for employees adding to the state and federal pregnancy-related laws already in place. As a result, it is important for employers to understand these laws and stay up to date.

In this webinar, we will provide practical advice to help employers understand and comply with the many and varied state and federal laws applicable to employees impacted by pregnancy. We will address:

• Accommodation and anti-discrimination laws
• Leave of absence and statutory disability laws
• Lactation breaks and wage and hour laws
• New trends such as laws protecting employees need accommodations relating to menopause

CEUs

This webinar qualifies for the following CEUs: 1 ADMS, 1 CDMS, 1 CLMS, 1 PHR, 1 SHRM and 1 CPDM 

If you are not a DMEC member and need to record a CLMS CEU for attending this event, please contact dmec@dmec.org for assistance. 

In this webinar, we will provide practical, employer-focused guidance on navigating the evolving patchwork of legal protections impacting employees affected by pregnancy. Topics will include:

• Pregnancy-related accommodation and anti-discrimination laws
• Leave of absence requirements and statutory disability protections
• Lactation break obligations and related wage and hour considerations
• Emerging trends, including new and expanding laws addressing accommodations related to menopause

CEUs

This webinar qualifies for the following CEUs: 1 ADMS, 1 CDMS, 1 CLMS, 1 PHR, 1 SHRM and 1 CPDM 

If you are not a DMEC member and need to record a CLMS CEU for attending this event, please contact dmec@dmec.org for assistance. 

Three forces are reshaping the accommodation landscape right now.

• Return-to-office mandates have created a new wave of requests that sit at the intersection of operational policy and legal obligation, requiring employers to navigate competing priorities they weren’t facing a few years ago.
• Mental health needs have become one of the most common — and most complex — drivers of accommodation requests, demanding approaches that traditional processes were often not built to handle.
• And as the workforce ages, chronic physical conditions are an increasingly significant reality that HR teams can expect to manage with greater frequency in the years ahead.
  What ties all three together is a single question: Is your accommodation infrastructure keeping pace? That means looking beyond process to examine policy design, manager preparedness, and the support resources available to employees navigating challenging circumstances.
• Attendees will leave with practical insights across each of these areas and a clearer sense of where to focus next.

CEUs

This webinar qualifies for the following CEUs: 1 ADMS, 1 CDMS, 1 CLMS, 1 PHR, 1 SHRM and 1 CPDM 

If you are not a DMEC member and need to record a CLMS CEU for attending this event, please contact dmec@dmec.org for assistance.