You probably know that when a disabled employee has used up all his FMLA leave entitlement, he may still be entitled to reasonable accommodations under the ADA. It’s legitimate to offer additional leave as a reasonable accommodation. However, at some point, time off can be a burden for employers, especially when the employee can’t estimate when he will be ready to return. In that case, it may be time to terminate the employee.
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- How should we get medical information for certifying the need for FMLA leave?
- Political activity in the workplace: Can you discipline employees?
- 3 common FMLA mistakes ... and how to avoid them
- Can a former employee demand that we pay her for unused vacation and sick leave?