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Some real guidance on where ADA and FMLA overlap

After the ADA was expanded, courts have consistently ruled that employers must consider offering additional leave as a “reasonable accommodation” for disabled employees after they exhaust their FMLA allotment. Problem is, employers have been given very little guidance as to when and where this accommodation should apply.

Here’s some sensible advice from a session featuring FMLA Insights founder Jeff Nowak and EEOC Commissioner Chai Feldblum.

The topic: Leave as a reasonable accommodation under the ADA.

The presentation offered employers a number of tactics that will help keep them in compliance when there is a FMLA/ADA overlap.

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