Employers are paying closer attention to intermittent FMLA, and so are juries. A recent CSX jury trial underscores a recurring challenge: suspected misuse must be handled carefully, consistently, and based on objective facts. The risk includes relying on assumptions, informal
Employers are facing renewed scrutiny over how ADA accommodations are evaluated, documented, and communicated. SHRM’s recent response to an ADA-related civil lawsuit underscores the reality that compliance risk often arises not from intent, but from inconsistent processes, unclear documentation, and
Yes, telemedicine can satisfy the FMLA’s “in-person visit” requirement if it meets the DOL’s criteria. A qualifying visit must: HR quick wins: How ConnectBridge helps: Capture visit details in one case file, flag non-qualifying “phone-only” contacts, and keep audit-ready timelines
Employers are seeing more frequent, shorter, and less predictable absences, mainly driven by mental health needs, caregiving responsibilities, and chronic conditions. What’s changing isn’t just volume; it’s complexity. Open-ended or loosely tracked leave patterns can quietly turn into compliance and
New data shows 58% of marketers feel overwhelmed and 51% report emotional exhaustion, and nationally, 3 in 4 workers report mental-health symptoms. The takeaway for HR in 2026: treat mental health as a daily operational practice, not a side program.
A fresh Fourth Circuit reminder (Coffman v. Nexstar Media Inc., July 22, 2025): after months away with no firm return date, even a “probably September or October” estimate can be too vague to qualify as a reasonable accommodation. The ADA
We are back with Part 2 of our Leave Management Monday from last week to help you finish your year-end cleanup with the “back half” of the file—the spots most likely to trigger disputes. Action: Apply this checklist to five
Year-end is the perfect window to tighten the records that protect your people and your program. A clean, chronological file can be the difference between a quick resolution and a costly dispute in 2026—especially where FMLA, ADA, PWFA, and state
Fresh case filings across healthcare, tech, higher ed, and financial services share the same themes: documentation gaps, weak interactive processes, and timing problems around leave and accommodations. Tips for employers (put into practice this week): How ConnectBridge helps: Centralize ADA/FMLA/PWFA
