Telecommuting has been under the microscope in recent years, with several companies making headlines for reversing decisions to allow employees to work remotely. Until recently, employers were not obligated to offer the option to telecommute, or work from home, as a reasonable accommodation under the Americans with Disabilities Act Amendments Act (ADAAA). However, a recent decision in the U.S. Court of Appeals for the Sixth Circuit may have brought a change to the reasonable accommodation landscape.
Do you ever feel as though there aren’t enough hours in the workday? Authorizing, coordinating and monitoring Family and Medical Leave Act (FMLA)-protected time away from work can be time-consuming, let alone challenging. To gain back time, have you considered outsourcing absence management to a carrier?
Do you offer light duty? Some employers gladly embrace this concept and willingly allow employees to return to work after a disabling illness or injury even if they aren’t back to feeling “100 percent.” Other employers regulate that no one can return to the job unless they are fully capable of performing every single task. Employers in the second camp may not realize it doesn’t have to be black or white. Keep reading to help demystify some solutions that every employer can consider.
What do you do with an employee who has exhausted Family Medical Leave Act (FMLA) for his or her own medical condition? Are you required to extend time off beyond what is approved by FMLA? From an economic and legal standpoint, is termination your only option?
It’s easy to see why employers stick with a routine — or stay inside the box. Many employers have become successful at making a product or providing a service effectively, and they stick to the formula that has helped them build their business.
As our recent blog posts have identified, a trend The Standard has noticed recently is that more and more employees are staying in the workforce longer, delaying retirement until well after age 65. Whether this is due to financial concerns or a desire to continue to be productive, it brings an interesting challenge to employers: how to deal with the disabilities that may occur with aging and still comply with the Americans with Disabilities Act – Amendments Act (ADAAA) regulations.