Frank C. Morris, Jr., a Member of the Firm in the Litigation and Employee Benefits practices, in the firm’s Washington, DC, office, was quoted in Human Resources & Payroll (HR&P), in “Beyond the Basics: 5 Things to Know About the FMLA.”
Following is an excerpt:
If you are a business who has employed more than 50 employees for at least 20 weeks in the current or previous year, then you need to be familiar with the basic rights of employees under the Family and Medical Leave Act (FMLA). Under the FMLA, employees who have been with their employer for 12 months are eligible for up to 12 weeks of unpaid, job-protected leave in a calendar year for a variety of reasons …
In some cases, an employee with a medical condition who qualifies for leave under FMLA may also qualify for an ADA “reasonable accommodations” request. “Employers sometimes fail to realize that a serious health condition that requires 12 weeks of FMLA leave will likely also constitute a disability under the Americans with Disabilities Act (ADA),” Frank Morris Jr., an attorney with Epstein Becker Green in Washington, D.C., told SHRM. “Even after 12 weeks of FMLA leave, more leave may be required by the ADA or state or local law as a reasonable accommodation.”
