Inclusive hiring initiatives have become integral to modern workforce practices, aiming to create a more representative and accessible workplace. While many efforts focus on fostering equity across race, gender, and sexual orientation, disability is often overlooked. The Department of Labor reported that in 2024, only 38% of working-age individuals with disabilities were employed compared to 75% of working-age individuals without disabilities. While employers are required to make reasonable accommodations for qualified employees and applicants under the Americans with Disabilities Act (ADA), they can also enhance workplace accessibility by making practical changes. Learn strategies to create a more inclusive workplace while meeting the requirements under the ADA.

In the early 2010s, mental health issues in the workplace surged, with significant increases in rates of anxiety, depression, self-harm, and suicide. The factors contributing to poor mental health differ from generation to generation, as do preferences for treatment and the willingness to seek help. This session will focus on Generation Z and the anticipated rise in mental health challenges within this demographic. We will examine how the profound changes in childhood experiences, particularly the emergence of a phone-based childhood, have disrupted children’s social and neurological development. As this generation begins to enter the workforce, employers will encounter higher rates of absenteeism and decreased productivity unless they develop tailored strategies to address the unique needs of this population. Attendees will come away with actionable steps that employers can take to mitigate the impact of mental health issues among this generation.

In the immediate aftermath of an unexpected emergency, organizations often scramble to maintain business continuity and also to ensure that employees are safe and supported. To an extent, this is inevitable, since it’s impossible to predict the precise timing and scope of events like weather disasters or mass violence. But managers can develop skills to help them become more resilient and aid employees and the organization maintain an ongoing positive mental health culture and recover from traumatic and unexpected events. This session will highlight strategies to reduce presenteeism and absenteeism, and emphasize the building blocks of resilience, including self-awareness, emotional control, relationship management, and positive thinking. Leaders and managers will receive the tools they need to feel empowered to recognize the signs when someone is struggling with their mental health, what to do about it, and why it must be a business priority.

This panel discussion showcases a real-life collaborative, innovative approach that supports caregivers in the workplace by highlighting the success of embedding caregiving support strategy with disability. Take note of best practices and actionable strategies for implementing and engaging your workforce on caregiving for real world outcomes.

The cognitive effects of COVID-19 have sparked growing concern among healthcare providers, disability evaluators, and employers alike. Notably, as of August 2024, approximately one million Americans have been pushed out of the labor force due to long COVID, highlighting the significant impact on workforce participation. This presentation will explore the neurological underpinnings of cognitive dysfunction associated with COVID-19, including the most vulnerable cognitive domains and their implications for daily functioning. Attendees will gain an understanding of how cognitive challenges influence return-to-work timelines and disability claims, with particular attention to internal research findings. The analysis focuses on distinguishing genuine cognitive impairment from other factors such as malingering and somatoform conditions, shedding light on diagnostic nuances and their impact on disability determinations. By bridging clinical insights and disability management strategies, this session aims to equip professionals with practical tools to address COVID-related cognitive challenges in their practice or claims handling.

Human resources (HR) professionals are fielding an escalating number of calls from employees experiencing roadblocks to obtaining their leave benefits and receiving the most effective interventions, which impedes their return to work. Artificial intelligence (AI) technologies are providing solutions by streamlining the benefits coordination landscape; speeding the identification of individuals eligible for clinical, behavioral, and vocational interventions; and improving employee experiences by enabling insurance claims handlers to make better decisions more rapidly, all of which reduces the demands on HR. Using real-world examples, case studies, and even a little humor, this informative and engaging session will provide a plain-English approach to help you understand the ways AI technologies are transforming the landscape, reducing leave management complexity for HR professionals, accelerating employee recovery journeys and enabling them to get back to work faster.

In this session, you will learn how to conduct effective FMLA audits. Designed to help employers navigate the complexities of the Family and Medical Leave Act (FMLA) and ensure compliance, this session provides attendees with the essential tools and knowledge needed for thorough audits of FMLA claims. You will gain insights into what the Department of Labor (DOL) looks for when investigating complaints and conducting audits, as well as key considerations for conducting your own internal audits to ensure claim quality and compliance. We will also discuss common violations identified by the DOL during their investigations and the potential consequences. Finally, we will explore the benefits of conducting internal audits or collaborating with third-party organizations to perform periodic audits, which can assist in training and educating your teams and ensuring compliance with FMLA administration.

Thirteen states and the District of Columbia have mandatory paid family and medical leave, paid family leave, and disability programs. Each has different requirements to apply for and renew private plans. In this presentation, review the intricacies of state private plan application and renewal requirements, including voting application, renewal fees, filing by federal employee ID number (FEIN) or bulk filings, approval and effective dates, applications and filing documents for the fully insured and self-insured, employee notice, claims and certification forms, and durations and renewals. Leave with a toolkit that includes a one-page resource of application and renewal highlights for each state and a more in-depth guide that includes a calendar tool to determine when to file for a desired policy effective date.

While there is no federal mandate for paid family and medical leave (PFML), the District of Columbia and 13 states — including Colorado — have adopted PFML programs, each partnering with national research projects to examine the positive health outcomes of paid leave. This session will explore how employers, healthcare providers, human resources professionals, case managers, and other professionals can contribute to improving health outcomes, particularly through supporting access to paid leave benefits. The focus will be on Colorado’s innovative paid Family and Medical Leave Insurance (FAMLI) program, its health benefits, and the ongoing efforts to ensure equitable access for marginalized communities.

This presentation will examine the findings from consumer research on parental leave, focusing on what working parents value in leave planning tools. Explore how technology can simplify access to vital information, reducing the complexity of current methods used by human resources (HR) teams and leave administrators. Key points include the necessity for personalized, on-demand information; the benefits of flexible planning tools; and the integration of state and federal leave planning. Learn how these innovations support parents, streamline HR processes, and ensure comprehensive understanding and utilization of leave benefits.