Get NEW ADA AND FMLA ISSUES

The U.S Equal Employment Opportunity Commission (EEOC) enforces Title I of the ADA . Title I prohibits private employers, state and local governments, employment agencies and labor unions from discriminating against qualified individuals with disabilities in applying for jobs, hiring, firing and job training.

Workers who have used up FMLA leave can still have rights under the ADA if they meet the ADA definition of a person with a disability. Accommodation is one such right. Additional leave (beyond the worker's FMLA leave) could be an accommodation that must be provided under the ADA.

The law applies to all stages of employment, including the job application process, hiring, firing, advancement, compensation, job training, and work-related events. In California, the Fair Employment and Housing Act (FEHA) also protects people with disabilities.

If you have a disability and are qualified to do a job, the ADA protects you from job discrimination on the basis of your disability. Under the ADA , you have a disability if you have a physical or mental impairment that substantially limits a major life activity.

Employees are eligible for leave if they have worked for their employer at least 12 months, at least 1,250 hours over the past 12 months, and work at a location where the company employs 50 or more employees within 75 miles.

As a California employment lawyer can explain, both federal and state law govern medical leave. Under the Family and Medical Leave Act (FMLA), eligible employees can take up to twelve (12) weeks of leave in a twelve (12) month period for family and medical reasons. During this time, the employee's job is protected.

Title I of the ADA protects qualified individuals with disabilities from employment discrimination. Under the ADA , a person has a disability if he has a physical or mental impairment that substantially limits a major life activity.

An individual with a disability is defined by the ADA as a person who has a physical or mental impairment that substantially limits one or more major life activities, a person who has a history or record of such an impairment, or a person who is perceived by others as having such an impairment.

Intermittent ADA leave may be a reasonable accommodation but employer has an undue hardship defense. The employee does not have the absolute right to such a leave. Unscheduled leave taken in multiple blocks of time because of a single qualifying reason.

The U.S Equal Employment Opportunity Commission (EEOC) enforces Title I of the ADA . Title I prohibits private employers, state and local governments, employment agencies and labor unions from discriminating against qualified individuals with disabilities in applying for jobs, hiring, firing and job training.

Workers who have used up FMLA leave can still have rights under the ADA if they meet the ADA definition of a person with a disability. Accommodation is one such right. Additional leave (beyond the worker's FMLA leave) could be an accommodation that must be provided under the ADA.

The law applies to all stages of employment, including the job application process, hiring, firing, advancement, compensation, job training, and work-related events. In California, the Fair Employment and Housing Act (FEHA) also protects people with disabilities.

If you have a disability and are qualified to do a job, the ADA protects you from job discrimination on the basis of your disability. Under the ADA , you have a disability if you have a physical or mental impairment that substantially limits a major life activity.

Employees are eligible for leave if they have worked for their employer at least 12 months, at least 1,250 hours over the past 12 months, and work at a location where the company employs 50 or more employees within 75 miles.

As a California employment lawyer can explain, both federal and state law govern medical leave. Under the Family and Medical Leave Act (FMLA), eligible employees can take up to twelve (12) weeks of leave in a twelve (12) month period for family and medical reasons. During this time, the employee's job is protected.

Title I of the ADA protects qualified individuals with disabilities from employment discrimination. Under the ADA , a person has a disability if he has a physical or mental impairment that substantially limits a major life activity.

An individual with a disability is defined by the ADA as a person who has a physical or mental impairment that substantially limits one or more major life activities, a person who has a history or record of such an impairment, or a person who is perceived by others as having such an impairment.

Intermittent ADA leave may be a reasonable accommodation but employer has an undue hardship defense. The employee does not have the absolute right to such a leave. Unscheduled leave taken in multiple blocks of time because of a single qualifying reason.

Intermittent ADA leave may be a reasonable accommodation but employer has an undue hardship defense. The employee does not have the absolute right to such a leave. Unscheduled leave taken in multiple blocks of time because of a single qualifying reason.