Partners in time: Balance FMLA and ADA when employee’s serious illness is a disability

Employees with a serious health condition are entitled to take intermittent FMLA leave when their conditions flare up. And disabled employees are entitled to reasonable accommodations for their disabilities. That can include time off. Employers must therefore consider granting intermittent FMLA leave among the possible ADA reasonable accommodations when an employee has a serious health condition that is also a disability.