When an employee needs time off due to a mental or physical impairment, he or she potentially could have rights under both the ADA and the. You must first determine whether one or both laws cover the employee. From there, you’ll know which rights the employee has. And any decision you make must take these rights into account.
The ADA prohibits employers from discriminating against any “qualified individual with a disability” as long as the person can perform the essential functions of his or her job with or without reasonable accommodation. All employers with 15 or more employees must comply with the ADA.
Employees and applicants are deemed disabled under the ADA if they have a mental or physical impairment that “substantially limits a major life activity.” The ADA also makes it illegal to discriminate against nondisabled individuals because the employer perceives them as being disabled or because of their ...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- How to Write Meeting Minutes
- OK to ditch telegraph under new CalOSHA regulations
- What to do if boss pushes you to hire his unqualified friend
- Pay for time spent at home reviewing records of hours worked?
- You may need to offer flex schedule as ADA accommodation