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What Happens If an Employee Is Not Eligible for FMLA

TL;DR If an employee is not eligible for FMLA leave, HR professionals should consider alternative options such as paid time off, state-specific leave laws, short-term disability insurance, and ADA accommodations. Clear communication, flexibility, and a solid understanding of legal obligations are key to ensuring compliance and supporting employee needs effectively.

How to Review an Employee with Autism: Best Practices for HR & People Managers

TL;DR Conducting performance reviews for autistic employees requires a thoughtful, inclusive approach that emphasizes clear communication, reasonable accommodations, and a deep understanding of their unique abilities and challenges. This guide is designed to help HR leaders—HR Managers, HR Directors, and CHROs—navigate the process effectively, ensuring compliance with the Americans with Disabilities Act (ADA) and fostering a supportive environment that encourages growth and success.

Is Domestic Violence Covered Under the ADA?

TL;DR Survivors of domestic violence may be entitled to reasonable accommodations under the ADA if their situation leads to a qualifying disability, such as PTSD or anxiety. Employers should be proactive in understanding legal obligations, offering support, and maintaining confidentiality to create a safe and inclusive work environment.

How to Handle Your Employee's Food Allergies

TL;DR Managing food allergy accommodations in the workplace is crucial for fostering a safe, inclusive, and compliant environment. Food allergies can present significant health risks and may qualify as disabilities under the Americans with Disabilities Act (ADA), making it essential for HR leaders to address these needs proactively. This involves more than just promoting inclusivity—it’s about meeting legal requirements and ensuring the well-being of employees.

Action Plan: How to Measure the Impact of Your Disability Inclusion Initiatives

TL;DR The action plan provides HR leaders with a step-by-step framework to measure the impact of their disability inclusion initiatives, covering metrics such as workforce representation, recruitment, accommodations, retention, accessibility, and engagement. By tracking these key DEI metrics, organizations can drive meaningful change, ensure compliance, and create a more inclusive workplace.

How is NDEAM 2024 Different from Other Years?

TL;DR NDEAM 2024 brings a renewed focus on mental health accommodations, pregnancy-related support, and increased industry-specific regulations, setting it apart from previous years. With the theme "Advancing Access and Equality," this year's National Disability Employment Awareness Month emphasizes proactive steps to ensure compliance and foster inclusivity year-round.