Over the last decade or so the idea has slowly taken hold that an employee can be entitled to even more time off the job beyond what FMLA might give him/her.  The basic theory is that even though FMLA leave runs out, the various disability protections statutes still entitle a disabled employee to more time off the job if it is a reasonable accommodation given the circumstances. But the spreading acceptance of the idea has not stopped some folks from pushing back against any more time-off beyond FMLA. Two recent court decisions found in favor of those trying to limit disabled employee rights.  We thought you might like to see how those folks are making their case and what you should anticipate having to deal with in order to cut off their chances of success.  So, we are passing along a posting from FMLA Insights that cover the issue well.

About AdminUN

FEDSMILL staff has over 40 years of federal sector labor relations experience on the union as well as management side of the table and even some time as a neutral.
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