• LinkedIn
  • YouTube
  • Twitter
  • Facebook
  • Google+

Think twice before firing employee who needs to take short disability leave

by on
in Discrimination and Harassment,Human Resources

Too many employers assume they can simply discharge a worker who isn’t yet eligible for FMLA leave, doesn’t have any other leave available and can’t work for a short period of time. That’s simply not always true. If the employee qualifies as disabled under the ADA, he may be entitled to a short leave as a reasonable accommodation.

To access the entire library of Free Customizable Downloads, you must first register with your email address.

Registration gets you:
  • Free access to 125+ customizable HR Forms
  • Free access to job descriptions, interview questions and hiring checklists for 200 positions.
  • Free access to 18 special reports on HR and management topics.
  • Free weekly email newsletter on HR trends and management
  • Special discounts on our upcoming events
Email Address:

{ 1 commentsῂ read them below or add one }

Brendan September 9, 2013 at 5:59 pm

“terminate the employee if he’s not ready to return by that date?” So it’s ok to terminate, as long as he is over his leave period, even when it’s still discrimination based on a health issue? Way to go at being a scumbag and teaching people how to LEGALLY discriminate.


Leave a Comment