According to recently released numbers from the EEOC, employers have paid out over 525 million dollars to employees  alleging  employment discrimination in 2015. Part of this reflects the EEOC’s continued focus on systemic discrimination – which are patterns or practices of discrimination or policies that have a broad impact. The EEOC has continued to target employer’s attendance policies, because leave can serve as a form of reasonable accommodation. An attendance policy that provides a maximum leave of absences without considering whether a reasonable accommodation is needed may violate the Americans with Disabilities Act. Employers should review their attendance policies to ensure flexibility to assess each situation individually to determine whether an exception should be made for an employee’s disability.