When does a request for leave trigger FMLA? When is an employer required to provide accommodations under ADA or PWFA? How does Title VII’s ban on discrimination intersect with pregnancy, disability, or religious accommodation requests? And what happens when multiple laws apply at once?
Figuring out how to navigate and comply with the Americans with Disabilities Act can be difficult in itself. So, when FMLA or Workers’ Compensation is also involved, confusion about how each law applies is understandable.
There are a number of misconceptions about the Americans with Disabilities Act (ADA), the Family and Medical Leave Act (FMLA), and workers' compensation, including:
ADA
Some people think that the ADA is misused by people with vague complaints or diagnoses. However, the ADA requires employers to make reasonable accommodations for qualified individuals with disabilities, unless doing so would cause undue hardship.
FMLA
Some people think that employees must explicitly request FMLA leave. Others think that employers can deny reduced schedule or intermittent leave if it's disruptive to the workplace. However, the FMLA allows workers time off for family or health reasons that constitute a serious health condition.
