Excerpt from: Fed Smith (click for full article)
A very commonly asked question is “how do I make sure I comply with the provisions of FMLA and the ADA?” Or, “what are FMLA and the ADA companion laws that must be considered when someone has a serious health issue?”
These are excellent questions, and ones that every manager and HR department better be asking themselves if they wish to stay out of trouble.
While these two pieces of legislation are separate, they are equals and complement one another under certain conditions. Once more this is what makes the administration of FMLA and the ADA more complex, and employers can be caught in a crossfire between the two laws if they do not prepare well. Remember each piece of legislation has differing qualifying requirements, and often reading about each can throw the casual reader off track if they mistakenly apply private sector law to a federal situation.
Comments