UNTANGLING THE ADA AND FMLA PLUS: Recent Guidance from the EEOC on ADA and Worker’s Compensation Issues

The ADA and Worker’s Compensation uPre-ADA Common Practices “No restrictions” policy “Light duty” for worker’s compensation uADA Requirements Must accommodate non-essential functions No distinction based on cause of impairment

EEOC Guidance uNever required to create a new position uCan choose to create just for work-related injuries uCannot limit vacancies to work-related injuries uCan put time limit on duration of created position

What Do You Do? èGet clear medical information èDetermine if restrictions affect essential job functions If no, accommodate If yes... èDetermine if appropriate vacancy exists If yes, transfer employee to vacancy If no...

What Do You Do? èDecide if you want to create a position If no, the employee goes home If yes... èDetermine what position you want to create èDetermine what limits you want to place on the new position

ADAFMLA 15 or more employees50 or more employees

ADAFMLA Potentially all employees One year 1250 hours 50 or more employees w/ 75 miles

ADAFMLA Impairment which substantially limits a major life activity Serious health condition Serious health condition of parent, spouse, or child Birth or adoption

ADAFMLA Reasonable accommodation Unpaid leave Continuation of benefits Reinstatement

ADAFMLA Must be able to perform essential functions Undue hardship defense NO

ADAFMLA No time limit 12 weeks

LEAVE OF ABSENCE uFollow your policies uEEOC Guidance u12 Weeks

OCCASIONAL SCHEDULED TIME OFF uReasonable accommodation under ADA uIntermittent leave under FMLA

PART-TIME EMPLOYMENT uDoes it affect essential functions? uIntermittent leave under FMLA uMay transfer uEffect on pay and benefits

SPORADIC UNSCHEDULED TIME OFF uNot required under ADA uRequired under FMLA uNo end in sight

THANK YOU Megan P. Norris