The downloadable CLMS Resource Guide contains toolkits, sample policies, up-to-date guidance, resources, and forms to help you effectively meet today’s legal and regulatory challenges.

Nearly half of men and women in the United States report experiencing sexual or physical violence in their lifetime, according to the Centers for Disease Control. This session will address recent changes to leave of absence and accommodation-related laws for victims of crime or violence. Attorneys will provide litigation and advice-focused perspectives on absence management best practices, policy development, as well as litigation trends in the context of the ever-changing regulatory landscape for employers.

Managing employee leave of absence (LOA) effectively is crucial for maintaining productivity and employee satisfaction. This session will explore the compelling business case for establishing a centralized Leave of Absence team within organizations, regardless of whether your organization manages LOA in-house or is outsourced. Attendees will gain insights into the normal roles performed by an internal LOA team, including collaboration with external administrators, ensuring compliance with regulations, and providing support to employees throughout their leave journey. Attendees will also learn best practices for how to appropriately staff and budget for a centralized LOA team based on organizational size and leave incidence.

Managing employee leave of absence (LOA) effectively is crucial for maintaining productivity and employee satisfaction. This session will explore the compelling business case for establishing a centralized Leave of Absence team within organizations, regardless of whether your organization manages LOA in-house or is outsourced. Attendees will gain insights into the normal roles performed by an internal LOA team, including collaboration with external administrators, ensuring compliance with regulations, and providing support to employees throughout their leave journey. Attendees will also learn best practices for how to appropriately staff and budget for a centralized LOA team based on organizational size and leave incidence.

Now more than ever, statutory compliance is a full-time job for an employer with employees in multiple states. Employers may have relied on their vendor or broker partners for statutory updates in the past, but the volume and extent of change now necessitates a different approach. In this session, we’ll discuss the latest approaches to managing compliance with state and federal paid and unpaid leave laws: from a dedicated employee resource, to compliance support tools, project plans, and workflows that communicate and coordinate across internal and external stakeholders.

Accommodation requests are on the rise, and not all can be approved as-is. HR teams need effective strategies for navigating difficult requests, especially when operational constraints come into play. This session focuses on how to maintain compliance while preserving trust and collaboration during the interactive process. Attendees will learn how to guide conversations, propose alternatives, and document every step with care.

Accommodation requests are on the rise, and not all can be approved as-is. HR teams need effective strategies for navigating difficult requests, especially when operational constraints come into play. This session focuses on how to maintain compliance while preserving trust and collaboration during the interactive process. Attendees will learn how to guide conversations, propose alternatives, and document every step with care.

A thorough understanding of state leave laws is a critical element of any absence program. This self-paced course focuses on leave laws in the District of Columbia. Participants will review the history and evolution of leave laws in the United States, take an in-depth look at the requirements specific to the District of Columbia and examine how these laws work together through real-life scenarios.

July. 14, 2026 This webinar will explore how the Minnesota Department of Employment and Economic Development’s (DEED) Employer Reasonable Accommodation Fund (ERAF) is helping businesses support stay-at-work (SAW) and return-to-work (RTW) outcomes through employer accommodation funding. Attendees will learn how ERAF reduces financial barriers for small and mid-sized employers by reimbursing the costs of workplace accommodations, while improving employee retention, productivity, and workplace accessibility. The session will highlight real-world accommodation examples, lessons learned from administering the program statewide, and how accommodation funding can strengthen SAW/RTW strategies and long-term workforce participation.

June. 25, 2026 Employees affected by pregnancy, childbirth, and related medical conditions—including fertility treatments and menopause—have more workplace rights than ever before when it comes to leave and accommodations. As these protections continue to expand, it is critical for employers to stay current on applicable state and federal laws to ensure compliance and reduce risk.