Anyone who has practiced in the human resources field for any length of time has heard the term “seat at the table” in reference to HR’s struggle to be seen as a relevant business partner – not a bureaucratic obstruction within an organization, or worse. Compliance, benefits, compensation and many other duties fall within the purview of HR and all require attention and organizational focus to be sure. The “seat at the table” proposition though, is different. To have a seat at the table means that HR genuinely impacts business decisions and ultimately maximizes results. Click here for the accompanying article: http://bit.ly/1Kj4FGP.

The addition of providing a reasonable accommodation under the ADA has challenged HR professionals and lawyers alike since the ADA was enacted. While, the statute itself does not provide a great deal of specific guidance, there are several court cases and EEOC guidance which help practitioners decipher the intricacies of the interactive process. Click here for the accompanying article: http://bit.ly/1uXySyR.