Leave Management Monday: Building Safe & Supportive Leave Policies

  • 1 minute read

May is Mental Health Awareness Month, making it a great time to revisit how your leave policies support employees facing mental health challenges.

  • FMLA can apply – Eligible employees may take job-protected leave for serious mental health conditions.
  • ADA accommodations – Modify schedules or offer leave as a reasonable accommodation under the ADA.
  • Create a safe space – Normalize conversations around mental health and train managers to respond compassionately.

A strong leave process shows employees their well-being comes first, and ConnectBridge helps you manage the details.

More Resources

  • Article

FMLA & Telemedicine: When “Virtual” Counts as “In-Person”

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

Read More
  • Article

4 Ways to Protect Against ADA Risk

EEOC guidance is expanding how employers must evaluate disability under the ADA, with ADHD now clearly in focus. ADHD may qualify when it substantially limits major life activities, placing greater scrutiny on handling accommodation requests in practice. At ConnectBridge, we

Read More