FMLADA! Sometimes employment laws just look all blurry. Like when you’re required to grant leave to employees under the Family and Medical Leave Act (FMLA) … and then grant additional time off as a “reasonable accommodation” under the Americans with Disabilities Act (ADA). Where does one law stop and the other law start? One court recently answered this question with a bright-line finding. The ADA doesn’t always have to kick in after FMLA leave...
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