When a worker requests a leave of absence for a medical condition, it can be downright puzzling to balance the different requirements and benefits under the Family and Medical Leave Act (FMLA) and the Americans with Disabilities Act (ADA).

Add another layer of complexity if the condition falls under workers' comp coverage.

You're not the only one who's confused. Nearly two-thirds of HR professionals say they have questions about coordinating leave under the FMLA and ADA, according to a Society for Human Resource Management survey.

Coordinating coverages

The basics on leave rules: The FMLA allows workers in companies with

50 or more employees to take up to 12 weeks of unpaid leave during a 12-month period for their own "serious" illnesses or to care for an immediate family member.

Under the ADA, you must make reasonable accommodations to help "qualified disabled workers," which can sometimes mean gran...(register to read more)

To read the rest of this article you must first register with your email address.

Email Address:

Leave a Comment