UNTANGLING THE ADA AND FMLA

1. UNTANGLINGTHEADAANDFMLA PLUS: Recent Guidance from the EEOC on ADA and Worker’s Compensation Issues

2. The ADA and Worker’s Compensation • Pre-ADA Common Practices • “No restrictions” policy • “Light duty” for worker’s compensation • ADA Requirements • Must accommodate non-essential functions • No distinction based on cause of impairment

3. EEOC Guidance • Never required to create a new position • Can choose to create just for work-related injuries • Cannot limit vacancies to work-related injuries • Can put time limit on duration of created position

4. What Do You Do? • Get clear medical information • Determine if restrictions affect essential job functions If no, accommodate If yes . . . • Determine if appropriate vacancy exists If yes, transfer employee to vacancy If no . . .

5. What Do You Do? • Decide if you want to create a position If no, the employee goes home If yes . . . • Determine what position you want to create • Determine what limits you want to place on the new position

6. 15 or more employees 50 or more employees ADA FMLA

7. Potentially all employees One year 1250 hours 50 or more employees w/ 75 miles ADA FMLA

8. Impairment which substantially limits a major life activity Serious health condition Serious health condition of parent, spouse, or child Birth or adoption ADA FMLA

9. Reasonable accommodation Unpaid leave Continuation of benefits Reinstatement ADA FMLA

10. Must be able to perform essential functions Undue hardship defense NO NO ADA FMLA

11. No time limit 12 weeks ADA FMLA

12. LEAVE OF ABSENCE • Follow your policies • EEOC Guidance • 12 Weeks

13. OCCASIONAL SCHEDULED TIME OFF • Reasonable accommodation under ADA • Intermittent leave under FMLA

14. PART-TIME EMPLOYMENT • Does it affect essential functions? • Intermittent leave under FMLA • May transfer • Effect on pay and benefits

15. SPORADIC UNSCHEDULED TIME OFF • Not required under ADA • Required under FMLA • No end in sight

16. THANK YOU Megan P. Norris