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  • 2021 Webinar: ADA Keeping it Straight, State by State!

    Contains 6 Component(s), Includes Credits

    May 18, 2021 Staying on top of ADA trends can be a daunting task, especially with states enacting their own specific laws in addition to the federal requirements. With differing definitions of disability across programs, employers are challenged to consider each in an effort to remain compliant. During this session, we will review ADA disability determinations, interactive process requirements, and what constitutes a reasonable accommodation. We will also highlight the required accommodations that are present in some state laws that are over/above what federal law requires. In this webinar, we will walk through each scenario from the perspective of an employer, an ADA administrator, and legal counsel to outline roles and responsibilities in the ADA process. We will also be discussing COVID-related disability concerns, in addition to frequently asked questions like pregnancy considerations and intermittent needs. This webinar will be 90 minutes to accommodate additional Q&A.

    Staying on top of ADA trends can be a daunting task, especially with states enacting their own specific laws in addition to the federal requirements. With differing definitions of disability across programs, employers are challenged to consider each in an effort to remain compliant. During this session, we will review ADA disability determinations, interactive process requirements, and what constitutes a reasonable accommodation. We will also highlight the required accommodations that are present in some state laws that are over/above what federal law requires.

    In this webinar, we will walk through each scenario from the perspective of an employer, an ADA administrator, and legal counsel to outline roles and responsibilities in the ADA process. We will also be discussing COVID-related disability concerns, in addition to frequently asked questions like pregnancy considerations and intermittent needs.

    This webinar will be 90 minutes to accommodate additional Q&A. 

    CEUs

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

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

  • 2021 Webinar: The Future of the Workplace in the Post COVID-19 Era

    Contains 6 Component(s), Includes Credits

    May 11, 2021 We have passed the one year anniversary since the start of the COVID-19 pandemic, and it has changed the workplace in so many ways. As the country moves toward the elusive goal of “herd immunity” and many are vaccinated, employers are well-advised to do a comprehensive review of whether they are properly in compliance with current COVID-19 workplace requirements, and to plan for the future of work in a post-COVID-19 era. In this webinar, Sun Life experts will provide updates on COVID-19-related statutory and agency requirements at the federal, state, and local level that are currently impacting employers. We’ll also explore the types of short-term workplace changes adopted in response to COVID-19 that may have lasting impact on the workplace and on employers’ compliance obligations. From possible emergence of permanent leave allocations (paid or unpaid) related to public health emergencies or natural disasters, safety-related anti-retaliation laws, and telework offerings (either voluntarily or as a legally mandated accommodation), the workplace as we knew it has forever shifted. We will guide you through the changes and provide insight so employers keep current.

    We have passed the one year anniversary since the start of the COVID-19 pandemic, and it has changed the workplace in so many ways. As the country moves toward the elusive goal of “herd immunity” and many are vaccinated, employers are well-advised to do a comprehensive review of whether they are properly in compliance with current COVID-19 workplace requirements, and to plan for the future of work in a post-COVID-19 era.

    In this webinar, Sun Life experts will provide updates on COVID-19-related statutory and agency requirements at the federal, state, and local level that are currently impacting employers. We’ll also explore the types of short-term workplace changes adopted in response to COVID-19 that may have lasting impact on the workplace and on employers’ compliance obligations. From possible emergence of permanent leave allocations (paid or unpaid) related to public health emergencies or natural disasters, safety-related anti-retaliation laws, and telework offerings (either voluntarily or as a legally mandated accommodation), the workplace as we knew it has forever shifted. We will guide you through the changes and provide insight so employers keep current.

    CEUs

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

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

  • 2021 Webinar: COVID-19’s Lasting Effects on Mental Health & Cognitive Abilities

    Contains 6 Component(s), Includes Credits

    May 6, 2021 After a year of struggling through the COVID-19 pandemic, most will agree that the unforeseen effects from the virus are still with us. Many people diagnosed with coronavirus have reported various, lasting symptoms long after their initial recovery. Sometimes referred to as long haulers, these individuals continue to experience physical symptoms such as muscle aches and fatigue, as well as ongoing cognitive challenges such as impaired focus and concentration. It’s clear that we still have a lot to learn about the virus’ long-term implications, and how it will impact our workplaces as we move through 2021 and beyond. This webinar will outline the latest surveys and statistics the COVID-19 pandemic has had on mental health and cognitive issues, and explore intervention strategies employers should consider.

    After a year of struggling through the COVID-19 pandemic, most will agree that the unforeseen effects from the virus are still with us. Many people diagnosed with coronavirus have reported various, lasting symptoms long after their initial recovery. Sometimes referred to as long haulers, these individuals continue to experience physical symptoms such as muscle aches and fatigue, as well as ongoing cognitive challenges such as impaired focus and concentration. It’s clear that we still have a lot to learn about the virus’ long-term implications, and how it will impact our workplaces as we move through 2021 and beyond. This webinar will outline the latest surveys and statistics the COVID-19 pandemic has had on mental health and cognitive issues, and explore intervention strategies employers should consider.

    CEUs

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

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

  • 2021 Webinar: ADA Basics

    Contains 6 Component(s), Includes Credits

    April 29, 2021 Whether you’re new to the absence industry or looking for a refresher, this event will prepare you to tackle the nuts and bolts of the Americans with Disabilities Act (ADA) with a deep dive into the foundational components of the law. This event will feature a recording of our 2020 ADA Basics webinar, which navigates a model interactive process to outline ADA requirements that continue to pose challenges for employers. We’ll explore how to determine who has a disability, when and how to request disability-related information, and what accommodations are reasonable. The recording will be followed by a 30-minute live Q&A in which attendees can submit their most challenging ADA questions for insight from our expert. Join us as we tackle the intricacies of ADA requirements and implementation, discuss the low cost and high impact of providing accommodations, and offer best practices for building an inclusive workplace. This webinar will be 90 minutes to accommodate additional Q&A.

    Whether you’re new to the absence industry or looking for a refresher, this event will prepare you to tackle the nuts and bolts of the Americans with Disabilities Act (ADA) with a deep dive into the foundational components of the law. This event will feature a recording of our 2020 ADA Basics webinar, which navigates a model interactive process to outline ADA requirements that continue to pose challenges for employers. We’ll explore how to determine who has a disability, when and how to request disability-related information, and what accommodations are reasonable. The recording will be followed by a 30-minute live Q&A in which attendees can submit their most challenging ADA questions for insight from our expert.

    Join us as we tackle the intricacies of ADA requirements and implementation, discuss the low cost and high impact of providing accommodations, and offer best practices for building an inclusive workplace.

    This webinar will be 90 minutes to accommodate additional Q&A.

    CEUs

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

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

  • 2021 Webinar: FMLA Basics

    Contains 6 Component(s), Includes Credits

    April 21, 2021 Although the FMLA was signed into law over 25 years ago, understanding its requirements can be overwhelming. This event will feature a recording of our FMLA Basics webinar, which will walk participants through the fundamentals of the Family and Medical Leave Act (FMLA), and provide real-world best practices to effectively administer FMLA programs. The recording will be followed by a 30-minute live Q&A in which attendees can submit their toughest FMLA questions to our legal expert. Whether you’re new to the absence industry or looking for a refresher, this event will prepare you to tackle the nuts and bolts of the FMLA with a deep dive into the foundational components of the law, and how to effectively operationalize them in your organization. This webinar will be 90 minutes to accommodate additional Q&A.

    Although the FMLA was signed into law over 25 years ago, understanding its requirements can be overwhelming. This event will feature a recording of our FMLA Basics webinar, which will walk participants through the fundamentals of the Family and Medical Leave Act (FMLA), and provide real-world best practices to effectively administer FMLA programs. The recording will be followed by a 30-minute live Q&A in which attendees can submit their toughest FMLA questions to our legal expert.

    Whether you’re new to the absence industry or looking for a refresher, this event will prepare you to tackle the nuts and bolts of the FMLA with a deep dive into the foundational components of the law, and how to effectively operationalize them in your organization.

    This webinar will be 90 minutes to accommodate additional Q&A.


    CEUs

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

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

  • 2021 DMEC Virtual Compliance Conference: Using Technology to Support Employees' Behavioral & Wellness

    Contains 2 Component(s), Includes Credits

    The role technology plays in helping employees recover and return safely to work can also help employers create more effective wellness programs, which is particularly important now with the lingering impacts from COVID-19. To help your workforce recover and return to work, it’s important to understand both the physical and mental conditions someone may be facing, and develop strategies for prevention and intervention. Text mining is one way tool that can be used to identify employees who may need extra behavior health support and services to aid their recovery from a disability. This targeted technology picks up on certain “flags” in claims communications and other correspondence that can trigger a referral for additional support. Complementing that technology — and even in the absence of it — is the need to ensure that managers have the education and awareness to understand the signs as well. This session provided an overview of the effects of behavioral health issues on absence durations, how text mining works, and best practices for identifying common issues to support your training and wellness programs.

    The role technology plays in helping employees recover and return safely to work can also help employers create more effective wellness programs, which is particularly important now with the lingering impacts from COVID-19. To help your workforce recover and return to work, it’s important to understand both the physical and mental conditions someone may be facing, and develop strategies for prevention and intervention.

    Text mining is one way tool that can be used to identify employees who may need extra behavior health support and services to aid their recovery from a disability. This targeted technology picks up on certain “flags” in claims communications and other correspondence that can trigger a referral for additional support. Complementing that technology — and even in the absence of it — is the need to ensure that managers have the education and awareness to understand the signs as well. This session provided an overview of the effects of behavioral health issues on absence durations, how text mining works, and best practices for identifying common issues to support your training and wellness programs.

  • 2021 DMEC Virtual Compliance Conference: Compliance Transformation - A People-Centered Approach for Better Compliance Outcomes

    Contains 2 Component(s), Includes Credits

    ​Today’s organizations are faced with complex challenges as markets, technology, and employee expectations shift and the effects of the COVID-19 pandemic continue to bring uncertainty. While this reality is forcing many leaders to reevaluate business priorities and the future direction of their organizations, it should also require a strong focus on employee engagement, physical and mental health, and a critical review of compliance programs that may be falling short. Gone are the days when “one-size-fits-all” approaches — that don’t account for evolving legislation and individual needs — prove to be effective solutions. This session discussed how organizations can focus on their employees as individuals and address their needs and how that can ultimately enhance their compliance programs. We also shared best practices for building a more inclusive and compassionate culture, tips to engage all employees, coaching at all levels of leadership, and effective programs that improve compliance outcomes.

    Today’s organizations are faced with complex challenges as markets, technology, and employee expectations shift and the effects of the COVID-19 pandemic continue to bring uncertainty. While this reality is forcing many leaders to reevaluate business priorities and the future direction of their organizations, it should also require a strong focus on employee engagement, physical and mental health, and a critical review of compliance programs that may be falling short. Gone are the days when “one-size-fits-all” approaches — that don’t account for evolving legislation and individual needs — prove to be effective solutions.

    This session discussed how organizations can focus on their employees as individuals and address their needs and how that can ultimately enhance their compliance programs. We  also shared best practices for building a more inclusive and compassionate culture, tips to engage all employees, coaching at all levels of leadership, and effective programs that improve compliance outcomes.

  • 2021 DMEC Virtual Compliance Conference: Ask the Experts

    Contains 2 Component(s), Includes Credits

    ​Our popular “Ask the Experts” session allowed conference attendees to submit their most challenging questions to our panel of distinguished FMLA/ADA legal experts. You provided the uncensored questions, and they provided the unfiltered answers. This interactive discussion between attendees and panelists allowed audience members to have their “real-world” questions answered by the specialists. Attendees came prepared with their toughest questions and the most perplexing challenges faced by their company. And best of all, there were no billable hours or consulting fees incurred!

    Our popular “Ask the Experts” session allowed conference attendees to submit their most challenging questions to our panel of distinguished FMLA/ADA legal experts. You provided the uncensored questions, and they provided the unfiltered answers. This interactive discussion between attendees and panelists allowed audience members to have their “real-world” questions answered by the specialists. Attendees came prepared with their toughest questions and the most perplexing challenges faced by their company. And best of all, there were no billable hours or consulting fees incurred!

  • 2021 DMEC Virtual Compliance Conference: Pandemic Effect on Employee Leave Usage - What Do the Numbers Show?

    Contains 2 Component(s), Includes Credits

    ​Absences from work in the United States due to the COVID-19 pandemic started as early as February 2020. Now with a year under our belt, we took a look at what effects the pandemic has had on employee leaves of absence. Using Matrix’s historical leave statistics, we analyzed questions such as: did employee usage of traditional FMLA change during the pandemic; what types of utilization caused the spikes and valleys of leave usage during the first 12 months of the pandemic; and have employers adopted new policies or practices to deal with quarantines and school closures. We compared leave usage (incidence rates, reasons for absence, and durations) prior to the pandemic and during, saw what effect the surges in infection rates have had, and looked at industry, gender, and other differences in leave rates. And finally, we discussed what lessons might be learned for the duration of COVID-19 or for a future pandemic.

    Absences from work in the United States due to the COVID-19 pandemic started as early as February 2020. Now with a year under our belt, we took a look at what effects the pandemic has had on employee leaves of absence. Using Matrix’s historical leave statistics, we analyzed questions such as: did employee usage of traditional FMLA change during the pandemic; what types of utilization caused the spikes and valleys of leave usage during the first 12 months of the pandemic; and have employers adopted new policies or practices to deal with quarantines and school closures. We compared leave usage (incidence rates, reasons for absence, and durations) prior to the pandemic and during, saw what effect the surges in infection rates have had, and looked at industry, gender, and other differences in leave rates. And finally, we discussed what lessons might be learned for the duration of COVID-19 or for a future pandemic.

  • 2021 DMEC Virtual Compliance Conference: Who Needs Leave for What? How the COVID-19 Pandemic is Reshaping Employer Leave and Accommodation Challenges

    Contains 2 Component(s), Includes Credits

    We said goodbye to 2020, but the COVID-19 pandemic continues to march forward. Pressures on families and employers are unprecedented and flexible leave and work policies have never been more important. Employees need and want more leave and for different reasons than ever before. After experiencing an unanticipated expansion of federal, state, and local leave and accommodation obligations, employers are now faced with a new challenge. How do we return to full productivity while addressing these new employee expectations? The White House’s legislative and regulatory agenda — will national paid leave be passed, will the FFCRA be resurrected or expanded, etc. — may further complicate this challenge. This session discussed the evolving complexities of leaves and accommodations as employers move into a second “pandemic” year and suggest “lessons learned” that may help them return to “better” rather than “normal.”

    We said goodbye to 2020, but the COVID-19 pandemic continues to march forward. Pressures on families and employers are unprecedented and flexible leave and work policies have never been more important. Employees need and want more leave and for different reasons than ever before. After experiencing an unanticipated expansion of federal, state, and local leave and accommodation obligations, employers are now faced with a new challenge. How do we return to full productivity while addressing these new employee expectations? The White House’s legislative and regulatory agenda — will national paid leave be passed, will the FFCRA be resurrected or expanded, etc. — may further complicate this challenge. This session discussed the evolving complexities of leaves and accommodations as employers move into a second “pandemic” year and suggest “lessons learned” that may help them return to “better” rather than “normal.”