08/23/2011
Remind supervisors: If they pile on the work for disabled employees but not everyone else, there’s probably a disability discrimination lawsuit brewing.
08/23/2011
Just because an employee takes FMLA leave to deal with a serious health condition doesn’t mean he’s disabled under the ADA—and therefore entitled to reasonable accommodations when he returns to work. Before jumping to the conclusion that a returning employee is entitled to whatever accommodation he requests, ask yourself whether he is, in fact, disabled. What counts is his condition at the time he requests the accommodation.