Consider both the ADA and the FMLA when handling employee substance abuse — Business Management Daily: Free Reports on Human Resources, Employment Law, Office Management, Office Communication, Office Technology and Small Business Tax Business Management Daily
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Consider both the ADA and the FMLA when handling employee substance abuse

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in Firing,FMLA Guidelines,Human Resources

The ADA and the FMLA work together to give options to employees with drinking problems, with the goal of helping them get sober and stay that way. If one of your employees needs treatment for alcoholism, consider both laws when approving time off or altering his schedule.

It may not be enough to merely provide reasonable accommodations under the ADA.

Recent case: George has a history of alcohol abuse. Almost two decades ago, he underwent intensive treatment for the problem. He then went to work for a predecessor company that eventually became Modular Space Corp.

For 10 years, he successfully maintained sobriety and got excellent reviews, regular promotions and was generally regarded as a valuable employee.

Then personal tragedy struck. His wife died, leaving him to raise two young children. His house was damaged during Hurricane Ike. He remarried a few months later and took on parenting an additional child. George began to d...(register to read more)

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