1. What’s an Employer to Do? Intersection of ADA and FMLA Kara M. Miller Esq. Franklin & Prokopik, P.C.

2. Why do we even care? The Americans With Disabilities Act:

3. ADA Charges Filed Over the Last 6 Years

4. Cause for Concern ADA Amendments Act 0f 2008 became effective on January 1, 2009 ADA Amendments Act 0f 2008 became effective on January 1, 2009 Reshapes the way ADA claims are to be analyzed and how discrimination suits will be litigated Reshapes the way ADA claims are to be analyzed and how discrimination suits will be litigated Results? Results? Expect even MORE ADA claims and charges Expect even MORE ADA claims and charges

5. Notice Issues Putting the Employer on Notice of Potential Duty to Accommodate Putting the Employer on Notice of Potential Duty to Accommodate No “magic words” No “magic words” Written request not required Written request not required Need not even comply with Company policy Need not even comply with Company policy Request need not be made by Employee Request need not be made by Employee Employee Need Only Convey Bare Minimum of Information Employee Need Only Convey Bare Minimum of Information Duty to make reasonable inquiries Duty to make reasonable inquiries

6. What’s Covered?

7. Scope of Coverage Under the ADA Employer Employer 15+ employees 15+ employees Employee Employee Applicants Applicants Employees regardless of length of employment Employees regardless of length of employment Qualified individuals with a “disability” who are able to perform “essential job functions” with or without “reasonable accommodation” Qualified individuals with a “disability” who are able to perform “essential job functions” with or without “reasonable accommodation”

8. Congress Changes Its Intent ADA ADA Original language barred discrimination against a qualified individual with a disability because of the disability Original language barred discrimination against a qualified individual with a disability because of the disability ADAAA ADAAA “Primary object of attention” should be whether employers “complied with their obligations” “Primary object of attention” should be whether employers “complied with their obligations” Change in Focus Change in Focus Courts will likely focus more on an employer’s alleged discriminatory conduct than the disability of the employee Courts will likely focus more on an employer’s alleged discriminatory conduct than the disability of the employee

9. Physical/Mental Impairment Physical Physical Any cosmetic disfigurement or anatomical loss affecting 1 or more of the following systems: neurological, musculoskeletal, sense organs, respiratory, cardiovascular, reproductive, digestive, genitourinary, hemic and lymphatic, skin and endocrine Any cosmetic disfigurement or anatomical loss affecting 1 or more of the following systems: neurological, musculoskeletal, sense organs, respiratory, cardiovascular, reproductive, digestive, genitourinary, hemic and lymphatic, skin and endocrine Mental Mental Any mental or psychological disorder such as mental retardation, organic brain syndrome, emotional or mental illness, and specific learning disabilities Any mental or psychological disorder such as mental retardation, organic brain syndrome, emotional or mental illness, and specific learning disabilities

10. Episodic Impairments Under ADAAA impairments now include episodic impairments and those in remission, if, when active, substantially limit a major life activity such as: Under ADAAA impairments now include episodic impairments and those in remission, if, when active, substantially limit a major life activity such as: Diabetes Diabetes Epilepsy Epilepsy Depression Depression Bipolar disorder; and, Bipolar disorder; and, Cancer Cancer

11. “Substantial Limitation of Major Life Activities” Occurs when an individual is Occurs when an individual is “unable to perform a major life activity that the average person in the general population can perform” or “unable to perform a major life activity that the average person in the general population can perform” or “ is significantly restricted as to the condition, manner, or duration under which an individual can perform a particular major life activity” “ is significantly restricted as to the condition, manner, or duration under which an individual can perform a particular major life activity” as compared to an average person in the general population. as compared to an average person in the general population.

12. Examples of “Major Life Activities” ADA Examples ADA Examples Seeing Seeing Speaking Speaking Hearing Hearing Walking Walking Learning Learning Performing manual tasks Performing manual tasks Working Working Caring for one’s self Caring for one’s self ADAAA Examples ADAAA Examples Concentrating Concentrating Thinking Thinking

13. “Substantial Limitation” Factors to Consider: Factors to Consider: Nature and severity of impairment; Nature and severity of impairment; Duration or expected duration of impairment; and, Duration or expected duration of impairment; and, Permanent or long-term impact, or expected permanent or long-term impact Permanent or long-term impact, or expected permanent or long-term impact

14. Mitigating Measures ADA ADA Previously, Supreme Court in Sutton v. United Airlines held that ADA didn’t protect employees for whom mitigating measures could correct impairment Previously, Supreme Court in Sutton v. United Airlines held that ADA didn’t protect employees for whom mitigating measures could correct impairment ADAAA ADAAA Now, courts must assess employee’s disability without regard to mitigating measures except for “ordinary eyeglasses or contact lenses” Now, courts must assess employee’s disability without regard to mitigating measures except for “ordinary eyeglasses or contact lenses”

15. That’s it, right?

16. ADA and the FMLA More “serious health conditions” will now be ADA disabilities More “serious health conditions” will now be ADA disabilities Medical Inquiries Medical Inquiries Leave Entitlements Leave Entitlements Including intermittent leave Including intermittent leave Reinstatement Rights Reinstatement Rights

17. ADA and Workers Compensation More WC disabilities will become ADA disabilities More WC disabilities will become ADA disabilities More requests for accommodations More requests for accommodations Vocational rehabilitation needs might go down?!? Vocational rehabilitation needs might go down?!? Claims personnel/defense attorneys must need to know more about both laws Claims personnel/defense attorneys must need to know more about both laws Increase in litigation Increase in litigation Settlements may be impacted Settlements may be impacted

18. What are you to do?

19. The “Interactive Process” Required by the ADA Required by the ADA Duty to engage in a flexible, interactive discussion with the disabled employee so that together the Employer and Individual can identify the precise limitations and discuss potential accommodations Duty to engage in a flexible, interactive discussion with the disabled employee so that together the Employer and Individual can identify the precise limitations and discuss potential accommodations

20. Facets of the Interactive Process Good Faith Duty to Cooperate Good Faith Duty to Cooperate Duty of Reasonable Inquiry Duty of Reasonable Inquiry Individualized Assessment Individualized Assessment Duty to Consider Alternatives Duty to Consider Alternatives Informal and Flexible Informal and Flexible Timely Timely

21. “Reasonable Accommodation” Duty to Provide Unless “Undue Hardship” Duty to Provide Unless “Undue Hardship” Factors include: nature & cost of accommodation, size and resources of employer, and the type of operation involved Factors include: nature & cost of accommodation, size and resources of employer, and the type of operation involved Extends to All Employment Decisions Extends to All Employment Decisions Hiring/firing, promotions, transfers, etc. Hiring/firing, promotions, transfers, etc. Extends to All Services and Programs Extends to All Services and Programs Cafeterias Cafeterias Lounges Lounges Gyms Gyms Direct Threat Defense Direct Threat Defense

22. Reasonable Accommodations? Yes Yes Providing unpaid leave Providing unpaid leave Acquiring/modifying equipment Acquiring/modifying equipment Job restructuring Job restructuring Providing “light duty” Providing “light duty” Reassigning to a vacant position Reassigning to a vacant position Modifying work schedules/hours Modifying work schedules/hours No No Providing personal use items to accomplish activities on and off job, e.g. prosthetics, glasses, hearing aids Providing personal use items to accomplish activities on and off job, e.g. prosthetics, glasses, hearing aids Monitoring medication/treatment Monitoring medication/treatment Violating collective bargaining agreement for reassignment Violating collective bargaining agreement for reassignment

23. Avoiding Common Pitfalls

24. Most Frequent Employer Errors “Tunnel Vision” “Tunnel Vision” Failure to Train Supervisors/Managers to Follow Protocols Failure to Train Supervisors/Managers to Follow Protocols Accountability issues Accountability issues Making Unilateral Decisions Making Unilateral Decisions Acting Too Quickly/Too Slowly Acting Too Quickly/Too Slowly Failure to Conduct Reasonable Inquiries Failure to Conduct Reasonable Inquiries Poor Documentation Poor Documentation

25. Frequent Errors (cont.) The Blame Game The Blame Game “That’s not my department” “That’s not my department” Inflexibility Inflexibility Failure to Thoroughly Analyze “Undue Hardship” Criteria Failure to Thoroughly Analyze “Undue Hardship” Criteria Retaliatory Conduct Retaliatory Conduct Failing to Consider Practical Issues Failing to Consider Practical Issues

26. Defending Your Decision

27. Defense Considerations Legitimate Business Necessity Legitimate Business Necessity Documenting your rationale Documenting your rationale Passing the “Smell Test” Passing the “Smell Test” Good faith Good faith Impact of ADA v. WC Claims Impact of ADA v. WC Claims Use of transcripts/medical records in defense Use of transcripts/medical records in defense Not Always a “Right Answer” Not Always a “Right Answer”

28. Thank You! Kara M. Miller, Esq. Franklin & Prokopik 32 South Washington St., Suite 6 Easton MD 21601 (410)820-0600 kmiller@fandpnet.com www.fandpnet.com Additional Offices: Baltimore MDHagerstown MDHerndon VA Martinsburg WVTTampa FLWilmington DE