Employees who need to take care of a disabled relative may be eligible for FMLA leave if the disability qualifies as a serious health condition—but only if the employee has worked enough hours to be eligible for FMLA leave. Likewise, employees sometimes think their employers must provide them with reasonable accommodations so they can care for a disabled relative under the ADA’s so-called association clause—that’s simply not true.
- Can we terminate employee who has used all FMLA leave but still needs time off?
- Checking up on sick workers: The 6 do's and don'ts
- Age taunts earn $75K for former North Richland Hills employee
- Beware new grounds for wrongful-firing suits: Termination in violation of public policy
- Can we terminate a no-call/no-show employee?